It’s good that Company get a comfort of trust in their brand by the job seekers by extending hiring timelines but there are strong chances of negative perspective among Job seekers when they discuss among themselves ( as the world of professionals is too small ) and a single negative word of mouth ( example that Companies are just creating their data base and not sure on their business plans) might leave many potential candidates disinterested. HR manager must constantly keep engaging as well communicate to these people to avoid such situations. This is basic hygiene they must maintain otherwise when they are in need to hire people become kind of non responsive and hence due to business pressure Companies compromise in hiring.

Recruiters are all too familiar with the fact that hiring processes can sometimes take longer than expected. To keep top candidates interested during these delays, it's crucial to be transparent. No matter if the hold-up is due to management decisions, market shifts, or other internal issues, keeping candidates updated helps build trust. By clearly explaining the situation and their potential role in the company, you not only keep their interest alive but also boost your company's reputation as a desirable place to work—where candidates feel appreciated even before they officially come on board.

Communicate regularly- no update is an update. Once a week is a fair update letting candidates know that you don't have an update, but they are still being considered. Most will understand. If they don't, they likely are not a fit for the team .

Honesty is best policy. Tell them exactly what you hear from the hiring client. There can be many issues that are out of everyone hands that cause delays. It's our job to relay that.

If my hiring timeline unexpectedly extends, I prioritise clear and proactive communication with candidates to manage their expectations. I reach out to them as soon as possible, explaining the situation transparently while reinforcing their importance to the process. I make sure to provide updated timelines and check in periodically, so they’re not left wondering about their status. Additionally, I focus on maintaining their engagement by highlighting positive aspects of the role or company and sharing any developments. This approach keeps candidates informed and reassured, while ensuring the process remains a positive experience for them.