5 WAYS TO LOSE YOUR BEST CANDIDATES

JULY-AUGUST 2018 NO. 144

Like a first date, the recruiting courtship is a two-way street.

Not only should those top candidates sweep you and your organization off your feet, you’ll need to do some serious feet sweeping to those candidates too.  Especially in this tight labor market.

Because every interaction with a candidate sends a clear message about you and your organization.

We’ll examine some common recruitment mistakes, and the messages they send that typically scare those good candidates away.

Have a great summer, see you in September.

A candidate’s opinion of your organization will be shaped almost entirely by the recruitment process.

Consider their first touch point with your company as a first date. While it’s crucial for the candidate to sweep the organization off its feet, the organization often forgets how important it is for them to create a positive impression. This courtship is a two-way street, as unemployment rates are steadily dropping, leaving a smaller pool of qualified and competent available job seekers.

After a bad candidate experience, 72% of job seekers report sharing their encounters online. This alone can severely diminish an organization’s brand equity and prevent future applicants from considering joining their team. In fact, 55% of job seekers report avoiding certain companies after reading negative reviews.

Here are five common recruitment mistakes, along with the message they send that could very likely scare those good candidates away.

1. DRAWING OUT THE RECRUITMENT PROCESS

The interview process can be lengthily based on an organization’s hiring policies. The overall process can take an average of 23.7 days. While a great candidate might be considering your organization, they are likely considering other companies as well. By drawing out your process, you are communicating to a good candidate that not only are you still not sure about them, but they might not be your top pick. As a result, good candidates may withdraw from the pool. Having multiple screening methods beyond the interview (IQ tests, presentations, panel interviews, etc.) can also slow down the process and create more hurdles that scare candidates away.

Eliminate any unnecessary steps or meetings and make an offer as quickly as possible. Remember, if you string candidates along and treat them poorly, they will likely share this experience on sites like Glassdoor, so communicate transparently and frequently.

Related: Are You Taking Too Long To Hire People?

2. SHOWING UP LATE/UNPREPARED TO INTERVIEWS

Of course, uncontrollable circumstances can sometimes occur. However, if a candidate is taking time away from his or her job for an interview, the minimum requirement should always be that you are timely, prepared, and have read the candidate’s resume. Otherwise, the candidate might leave feeling as though you really don’t value their time, and that you might not value the time of your employees. Be prompt with each interview, and don’t think that letting a candidate sit in the lobby while you answer emails won’t impact their overall impression!

3. ASKING FOR FINISHED WORK

Asking a candidate to produce similar work to that required of the job can sometimes be necessary when searching for a specific skill set. However, asking a candidate to produce real work that will be used in the business is unethical and should not be a best practice within your organization. This tells candidates that you’re comfortable taking advantage of the people you work with and you might not always be ethical in your business.

When asking candidates to submit an exercise to demonstrate their skill set, consider how long it will take them to complete this work. If it takes longer than a few hours, this request will likely be unreasonable and will result in many qualified candidates leaving your recruitment process.

4. CALLING THEM WITHOUT SETTING UP A TIME TO CHAT

In a traditional recruitment process, your executive recruiter or hiring manager might identify a list of resumes and begin calling potential candidates. While calling a candidate is certainly quicker than writing up an email, it can become extremely invasive for individuals who are currently employed.

So be smart. You’ll know whether a candidate is currently employed and calling them without setting up time over email might convey the impression that your organization is unprofessional and not considerate of an individual’s personal circumstances. When it comes to candidate preference, 79% of those surveyed prefer being contacted through email first.

This subsequent, prearranged call becomes your first phone screen/interview.

5. FORGETTING TO SELL THE COMPANY AND OPPORTUNITY

Finally, remember, you are trying to sell each strong candidate on your organization. It’s important to be transparent about the realities of the job. It’s also crucial to share positive information about the culture, highlight their growth potential, and always ensure the candidate is completely informed of all aspects of the role they are interviewing for. Like in any sales cycle, you must close your candidate!

Losing good candidates to a bad recruitment and hiring process will not only damage your talent pipeline but will influence how consumers interact with your brand and products in the long run.

The best candidates understand that interviewing is a two-way street, so information must always be shared both ways, and candidates must always be treated with respect and value!

Source: Glassdoor

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