Your Hiring Process is Costing You Top Talent – Here’s How to Fix It
You’re Not Losing Candidates to Competitors – You’re Losing Them to Your Own Process
Ever had a top-tier finance candidate drop out of your hiring process right before the final stage?
Or worse—they accept another offer before you even get back to them?
It’s not bad luck—it’s your hiring process slowing you down.
If you’re still using a long, outdated recruitment process, you’re actively pushing the best candidates away.
The best businesses? They’ve streamlined hiring, cut the fluff, and made it easier for great candidates to say YES.
Here’s how to fix your hiring process before you lose another top hire.
1. Your Hiring Process is Way Too Slow
Let’s get straight to it: Speed wins in hiring.
- The best candidates are off the market in under 10 days.
- If you take more than two weeks, you’re already too late.
- If you’re waiting for “one more stakeholder” to sign off, your competitor has already made an offer.
How to fix it:
- Two interview stages MAX for most finance roles.
- Make decisions within 24-48 hours after final interviews.
- Pre-book interview slots in advance—don’t make candidates wait weeks.
Rule of thumb: If you’re waiting “just in case” a better candidate comes along, you’ll lose the great ones already in front of you.
2. Too Many Interview Stages = Candidate Dropout
Hiring shouldn’t feel like an Olympic trial.
Yet, some companies still do:
- Intro call with HR
- First-round technical interview
- Second-round culture interview
- Third-round stakeholder interview
- Final-round “casual chat” with leadership
- Assessment or case study task
By the time you’re ready to make an offer, the candidate is bored, frustrated, or already gone.
How to fix it:
- One screening call + one final interview (max two rounds).
- Combine technical & cultural interviews to avoid duplication.
- If an extra stage is needed, book it within 48 hours—keep momentum high.
Rule of thumb: If your process feels like a never-ending series of tests, candidates will opt out.
3. Vague Job Descriptions Attract the Wrong People
If your job ad says “competitive salary” and “fast-paced environment,” you’re part of the problem.
Candidates are tired of generic job descriptions that tell them nothing useful.
Bad example:
“We’re looking for a high-performing finance professional with strong commercial acumen and great communication skills.”
Translation? Could be an FP&A Analyst. Could be a Finance Director. Could be anything.
How to fix it:
- Be specific. What’s the real challenge of the role? Growth? Complexity? A turnaround project?
- List the actual salary range. (Hello, We Do Benchmark!)
- Make it sound like a role worth applying for—sell the opportunity.
Rule of thumb: If your job ad could describe any finance role at any company, rewrite it.
4. You’re Ghosting Candidates Without Realising It
Hiring is a two-way street.
Candidates are assessing you just as much as you’re assessing them.
If they don’t hear back from you quickly, they assume you’re not interested—and move on.
Common mistakes:
- “We’ll get back to you next week” (but don’t).
- Dragging out feedback loops.
- Giving zero clarity on next steps.
How to fix it:
- Set clear timelines. If you say “we’ll get back to you by Friday,” actually do it.
- Automate follow-ups. Even a quick email saying “You’re still in the running, here’s what to expect” makes a difference.
- Be honest if there’s a delay. Candidates would rather hear, “We need a few more days” than get radio silence.
Rule of thumb: If your competitor is giving better feedback, that’s where the candidate will go.
5. Your Offer Stage is Too Slow (or Too Low)
Top candidates expect quick, strong offers.
If your process looks like this…
- Candidate finishes final interview
- They wait a week to hear back
- You make an offer, but it’s lower than expected
- They ask for more
- It takes you another week to get sign-off
- They accept another role before you finish negotiating
…then you’re losing talent at the final hurdle.
How to fix it:
- Know your salary range before you start hiring. (Hi, We Do Benchmark!)
- Make an offer within 48 hours of the final interview.
- If negotiation is needed, don’t drag it out.
Rule of thumb: If a candidate has to chase you about their own job offer, you’ve already lost them.
6. You’re Not Selling the Job (Or the Business) Properly
Candidates don’t just want to know about the role—they want to know why they should pick YOU over another employer.
If your hiring process is all about assessing them but nothing about why they should join, they’ll lose interest.
How to fix it:
- Talk about career progression. Where does this role lead in 2-3 years?
- Give them real insight into the company culture. What’s it actually like to work there?
- Let them meet potential teammates early on. Candidates don’t just pick jobs—they pick people.
Rule of thumb: If they leave the interview excited about you, they’re more likely to accept your offer.
Final Thought: Make Hiring an Easy YES for Top Candidates
The best finance talent isn’t waiting around—they’re moving fast.
Smart businesses are:
- Cutting down hiring time.
- Streamlining interview stages.
- Giving quick, clear feedback.
- Offering competitive salaries upfront.
- Making hiring decisions before candidates lose interest.
💡 Want to make sure your hiring process isn’t costing you great talent?
We Do Benchmark helps you set competitive salaries—so your offers actually get accepted.
We Do Group finds and secures top finance talent—before your competitors do.
