You’ve found a good group of candidates for the hard-to-please hiring manager. Final interviews went off without a hitch, and the hiring manager met with each. Now, the waiting begins. As days and weeks pass, the list slowly dwindles because candidates have lost interest or accepted other positions. Recruitment staff tell us repeatedly that this is a major frustration in their work. Are you looking for tips on how to help your hiring manager choose a candidate more quickly? We’ve got some ideas that will help.

First, Let Candidates Know What to Expect

All candidates (those new to government, new to your agency, and seasoned public servants) should be advised or reminded that the civil service hiring process aims to ensure fair, non-discriminatory hiring practices based on merit and fitness. Tell them that this will take time. Then, don’t promise but share a typical decision timeline, for example, “The hiring manager will review your materials, confer with other raters, then conduct reference checks. We expect a decision within 7-10 working days.”

Provide a Complete Information Package

Ensure that the hiring manager has all the necessary information about the candidate. This package should include their resume, cover letter, application, qualifying examination, test scores, ranking sheets, references, and other relevant documentation. Be sure to de-identify the applicant demographic data that your organization tracks.

Provide a Summary of the Candidates’ Knowledge, Skills, and Abilities (KSAs)

Are your hiring managers well-intentioned but on information overload? In that case, it might be helpful to provide a bullet-point summary of the candidates’ competencies and how they align with the requirements of the position. Provide specific examples of skills, experience, and abilities that make them a strong fit for the role.

Seek Feedback

Ask the hiring manager to provide feedback on the candidates they’ve interviewed. This can help identify any areas of concern or preferences that may influence their decision-making process. Anticipate any potential problems or objections the decision-maker may have about the candidate and address them proactively.

Follow Up Regularly

It might be easier to withdraw and wait after the last interview, but this is when recruiters need to lean in. Are you worried about getting a reputation for being pushy or impatient? Here’s how to avoid that:

1. Tell the hiring manager you understand that decision-making can take time. This will help them feel a little less stressed about promptly choosing a candidate.
2. However, if they have a preferred candidate, it might be best to move quickly to ensure the candidate’s availability.
3. Then, mention that you will check in with them weekly (or at mutually agreeable intervals) until a decision is made. The hiring manager is less likely to be resentful when taking your calls if they know in advance that you will be following up.

Set a Deadline

If the decision-making process drags on, consider setting a deadline. Communicate the deadline to the hiring manager and explain the reasons for the urgency, such as the candidate’s availability or competing offers.

Getting someone to decide on a candidate you’ve recruited for them can sometimes be challenging, especially if they’re indecisive or have a busy schedule. Using these strategies can help facilitate the decision-making process and increase the likelihood of a positive outcome.