Your delayed responses are silently damaging your candidate experience and employer brand
In Switzerland’s highly professional job market, many companies unintentionally create friction in their hiring processes simply by taking too long to respond to candidates. While Swiss precision is a national virtue, when it comes to hiring, prolonged timelines can seriously damage employer brands, frustrate top talent, and result in costly hiring losses.
I’ve been hearing this complaint for years, but with the rise of one-click-to-apply technologies, it has taken on another dimension. The majority of candidates are now expressing even greater frustration at how long it takes to receive a response — if they receive one at all. This acceleration in application volume due to ease of applying has only amplified the perception of being left in the dark.
The two day rule
Research suggests that companies should aim to respond to job applications within 2 days to deliver a positive candidate experience. This “Two-Day Rule” is not just a benchmark of courtesy; it’s a competitive necessity. In reality, many Swiss companies still take between 2 weeks to a full month to reply, even after multiple interviews. During this silence, top talents may accept offers from faster-moving competitors or simply disengage.
The risks for your reputation
Delayed communication sends an unintended message: that a candidate’s time is less valuable than the company’s. In today’s talent-driven market, where skilled professionals often juggle multiple opportunities simultaneously, this perception can be damaging. Candidates frequently report that they never hear back, whether at the application stage or even after investing significant time in interviews.
The business risks are real. Studies show that slow or absent feedback not only costs companies their top choices but also affects their brand reputation. Frustrated candidates share their experiences on public platforms, potentially discouraging future applicants and even customers.
A respectful AND efficient hiring process
At Jobprofile, we believe that timely and respectful communication is a leadership behavior that HR leaders, recruiters, and C-level executives need to actively cultivate. Simple adjustments — such as setting internal SLAs for candidate feedback, using auto-responses to acknowledge applications, providing regular updates, and training hiring teams on the importance of speed — can dramatically improve both candidate experience and hiring outcomes.
Conclusion
If you’re an HR leader, C-level executive, or recruiter willing to improve your candidate experience, book a free 15-minute call with us. Let’s build hiring processes that respect time — for both sides.
Still hesitating? Read our Testimonies page.
