The Waiting Game: How Long Should It Really Take to Hire?

Hiring timelines are one of the most debated aspects of recruitment. Go too fast and risk a mismatch. Go too slow and lose the candidate. Where competition for talent is fierce and candidate expectations have evolved, speed in hiring is no longer just a logistical detail; it is a strategic imperative. It reflects how an organization prioritizes people, decision-making, and communication. A fast, transparent process signals respect for a candidate’s time and enthusiasm, while delays can quietly undermine engagement and even cost companies their first-choice hire.

This month, #AplinAsks both employers and job seekers the same core question: how long should the hiring process take for full-time roles? The results revealed a clear divide and a clear opportunity for better alignment.

Employers: Doing More with Less Time?

When employers were asked how long their hiring processes typically take for permanent positions, here's how they responded:

• 37% said over a month
• 31% said 3 to 4 weeks
• 25% said 1 to 2 weeks
• Only 7% said under 1 week

The majority of employers are operating on longer timelines. Between internal approvals, competing priorities, and multiple interviews, hiring is often a drawn-out process. While caution is understandable, the reality is that the longer you wait, the more likely you are to lose top-tier candidates. Every stage in the process creates another potential point of drop-off. When roles stay open for too long, not only do costs rise, but your employer brand may also take a hit.

Job Seekers: Expecting Speed and Clarity

Job seekers had a different take. We asked how long they think the process should take when applying for full-time jobs. Their responses:

• 50% said 1 to 2 weeks
• 14% said under 1 week
• 28% said 3 to 4 weeks
• Only 8% said over a month

That means nearly two-thirds of candidates expect a hiring decision within two weeks. Longer than that, and the process starts to feel like a red flag. When job seekers wait too long without updates, it raises questions about a company's efficiency, internal alignment, and even its interest in the candidate. Inconsistent timelines can erode trust and lower the chances of an accepted offer.

The Gap Between Reality and Expectations

This mismatch isn’t just frustrating. It can be a dealbreaker.

From the candidate’s perspective, silence often signals disinterest. From the employer’s perspective, caution may feel necessary. But if the timelines don’t match, the opportunity is lost. In 2025, top candidates are often fielding multiple offers. If your process drags while another company moves quickly and communicates clearly, chances are high that you’ll miss out.

What to Do About It

For Employers:

• Audit your process. Identify bottlenecks and simplify where possible.
• Set internal targets. Establish clear expectations for the duration of each step.
• Communicate often. Regular updates can keep candidates warm, even if the process takes time.
• Be prepared to move. When the right candidate comes along, have your approvals and offer details ready.

For Job Seekers:

• Ask about timelines early. Understanding the expected timeline helps manage your expectations.
• Keep momentum. Stay active in your job search and pursue multiple opportunities at once.
• Be transparent. Let recruiters know if you're in process elsewhere or expecting an offer.

Time Signals Culture

Hiring timelines send a message. If your process is fast, clear, and respectful, candidates are more likely to stay engaged. If it's slow or disorganized, you risk losing talented individuals and damaging your brand.

The best hiring experiences are both structured and human. They move at a pace that feels intentional and show that everyone’s time is valued.

Stay tuned for next month’s Talent Intel as we continue to bring real data and practical strategies to help you navigate the evolving world of work.

Want deeper market insights? Explore our 2025 Salary Guides for role-specific benchmarks across Canada.

About Aplin

Aplin is a Canadian employee-owned staffing firm that has delivered award-winning recruiting solutions for 50 years. As one of Canada's Best Managed Companies, Aplin provides temporary, contract, permanent, and MSP staffing services across various industries throughout Canada and the U.S. With a commitment to quality and a people-first approach, Aplin continues to fulfill talent demands and advance careers. Visit www.aplin.com