6th March 2025
With national financial uncertainty facing the Technology, Digital, and Marketing industries, a recruitment trend is spiking. Every day, more employers are deferring their hiring decision – putting job seekers at a loss.
Even though businesses are well within their right to delay recruitment, the ethics are questionable. Once you list an opening, you are making a commitment to the candidates who put time and effort into applying for your role.
They will have researched your company, reviewed your requirements, customised their CV, written a personalised cover letter, and then completed any required tests. It’s a fair expectation that this investment will put them one step closer to getting a job (even if you choose another candidate).
How would you feel if you were on the precipice of a new, exciting opportunity… only to be put on the sideline? As of May 2024, UK candidates don’t hear back from more than 50% of the jobs they apply for. With economic trouble looming, this number will continue to climb.
Sometimes, circumstances change. When deferring your hiring decision (or retracting an employment offer) becomes unavoidable, there is a fair and reasonable approach to adopt.
Once you’ve concluded that you’re no longer in a position to recruit, you need to inform your applicants as soon as possible. Email them about the change, acknowledge the time and effort they’ve put into applying for the role, and reassure them that you will notify them if anything changes.
Instead of moving on entirely, seize the opportunity to network with your potential candidates. Follow up with your job applicants, asking questions like “Can we keep your contact details on file?”. Job seeking can take an average of four months, meaning candidates are willing to be contacted again when the timing is better for your business.
Even though you’ve changed your mind about hiring, still take some time to review the applications you received. There could be some hidden gems that mustn’t be passed up. Look for an excuse to stay in contact over the next few months – adding your favourites on LinkedIn so they remain aware of you and your company.
The majority of candidates appreciate an employer’s upfront honesty and will respect the fact that you kept them in the loop. This should keep you in their good books, giving you a higher chance of getting a candidate to say “yes” in the future.
When you’ve listed a Marketing, Technology, or Digital position that your company no longer needs but you still have a bunch of candidates that you’d like to do right by, consider referring them to us.
At Ross Clifford & Associates, we maintain a roster of jobs that need filling and are always keen to speak to more qualified individuals. Then, once you are ready to hire again, we can help match you up with the perfect employee for your business.