Why does the setting take so long


Author: Stephan Rathgeber

Most of those who have already been looking for a job or are currently looking for a job know the feeling: The time from the interview to the final decision can be excruciatingly long. Often you don't hear from your dream employer for weeks. And you ask yourself: Why do they take so long? A current study now provides answers.

Application processes take an average of one month

In Germany, applicants wait an average of 28.8 days for the final acceptance or rejection after the first interview. In an international comparison, the Federal Republic thus occupies a sad top position. Only in France, recruitment procedures take a little longer, at just under 32 days. This is the result of a study by the employer rating portal Glassdoor. Around 345,000 applicants were interviewed for the study. The experiences in the period from February 2009 to February 2015 were evaluated.

The results of the long-term study confirm what many seekers suspect: recruitment processes take too long. On a global average, HR managers currently allow almost four days more time to make their decisions than in 2009. Application processes take particularly long in the public sector, followed by colleges and universities, hospitals and non-profit organizations.

Every second HR manager uses background checks

That leaves the all-important question of why. The answer to this is simple: HR managers choose their new employees even more carefully today than they did in the past. This is also due to additional methods available to them. Personal and telephone conversations with applicants are still the most important means of selecting personnel. In addition, there are other instruments that HR managers make use of. So-called background checks have gained the greatest importance. Almost every second employer uses it to get an even better picture of the applicant. Six years ago it was not even one in four. But tests for aptitude and personality tests are also becoming more popular.

The question remains whether all of this is actually necessary. On the one hand, it is in the interests of everyone involved if the companies carefully select their new staff. On the other hand, companies cannot really afford long waiting times in times of a shortage of skilled workers. Because there is a great risk that the coveted specialists will decide on another company in the meantime.