Nobody can blame a job candidate for dropping out of your recruiting pipeline if you treat them badly. If you think about it, you would do the same thing. The best prospects have other options and won’t hesitate to turn around and look elsewhere for a place where they will feel more welcome.
Here are some common candidate scare tactics to be avoided at all cost:
A Negative Application Process
Though some experts argue that a more complex application process helps to screen out candidates who are not truly interested, in reality you will lose the best talent as they have other opportunities and better things to do with their time.
Research has shown that up to 75 percent of candidates had applied at companies and never heard back from them. Most of these individuals will never apply at those organizations again. A considerable percentage will share their negative candidate experience with friends and contacts. This creates a long-lasting ripple effect of damaging publicity.
An Unfriendly Website
Your company website is your calling card to prospective talent. It must be attractive and contain current and relevant information.
Candidates who expect the best for themselves will not even consider working for an employer who isn’t capable of maintaining a proper online presence. This applies to all company social media platforms, as well as your website.
Being Unprepared at an Interview
Never give a candidate the impression they are not important to you. This reflects poorly on your company culture.
Familiarize yourself with the candidate ahead of time. Review their resume thoroughly. Check them out on social media and via any personal connections you may have. This will help you as you interview them, and also enable you to greet them confidently and sincerely.
Punctuality matters. Just as you would not be impressed by a job candidate who showed up late for an interview, it shows a lack of respect on your part if you keep them waiting for an inordinate length of time.
Talking Too Much
A common mistake interviewers make is monopolizing the conversation or making it about themselves. This prevents a candidate from telling their own story or learning what they need to know in order to make an informed decision.
On a related note, avoid using company-specific jargon, terms and acronyms. Every workplace has them; it’s like a secret language known only to insiders. Not surprisingly, it leaves candidates feeling like the opposite: outsiders.
A Negative Hiring Process
Most job seekers expect to go through two or three interviews before getting an offer, but if your hiring process is too complex or drawn out, chances are you will lose top prospects. Don’t cross the line regarding what’s realistic and appropriate. In other words, a series of tests followed by phone screen and then multiple face-to-face interviews leading up to an essay test is probably overkill.
The recruitment experts at Select Group, Inc., can help you assess prospective candidates and streamline your processes so you can land the talent you need in a way that works for everyone involved. Read our related posts or contact us today to learn more.