Timeline: How Long Does Recruiting Take?

Let’s Go!

Time flies – it is already the last quarter of 2024, and the end of the year is fast approaching. Today, it’s 15 October, and only 75 days until Christmas, and 82 until we click over to 2025.

So, what does this mean? Get your skates on! A plan, timeline and milestones are important for any key project to achieve outcomes. Recruitment is no different. There are many steps and moves forward (and sometimes backward), so planning is essential to ensure a successful and timely appointment. According to Google, it takes an average of 44 days to confirm an appointment (6 weeks) from start to placing the preferred candidate.

The Recruitment Timeline

From the date of publishing this article, 44 days from today is 28 November. “Plenty of time”, I hear you say! However, when you consider the drafting of a contract (1-5 days) and the candidate’s notice period of 30-90 days, depending on the level of the role. And don’t forget the candidate’s planned family holiday or an extra week or two for them to refresh before starting their new role…

Let’s Do the Maths

44 (Recruit) + 3 (Contract) + 30 (Notice period) +7 (Extra week of holiday / R&R) = 84 Days (12 Weeks) 

This means that if you start today, your new employee could potentially commence this side of Christmas if they are available immediately or have a shorter notice period and don’t wish to take leave.

But, you will need to factor in additional time – realistically 84 days (or 12 weeks) from the time you commence factoring in the recruitment process, contract, resignation, notice period, holidays, etc.

Speeding Up Recruitment

Several factors help to speed up the recruitment process including:

• The Paperwork. All projects require documentation. You will need a Position Description, Salary Range, Advertisement, Letter of Offer and Employment Contract.

• Is there a streamlined process already in place for recruitment? Do you have policies or extra red tape to consider?

• Interview Process. How many steps are required or are necessary for the level of role you are recruiting? The more rounds of interviews usually mean a longer process.

• How will we source candidates? Advertising, Headhunting, Referrals, etc.

• Is there talent available or is it a competitive market for this role? If the skills are rare, it might take longer to secure the right person.

• Can you move quickly to interview and progress to an offer for the right candidate? Delays can definitely lose candidates along the way, which may take you back 2-3 steps or even the need to completely start again.