Attracting top talent is always a priority, and in the current job market, it is important to demonstrate value and stand out from the competition. So, the job ad has been posted and there are talented candidates waiting for a response. Now what?
This is a critical time in the recruitment process that if managed effectively, can mean the difference between securing the best person for the role and candidates heading for the exit. Avoid these common mistakes to ensure future success for the business.
Lack of communication during the recruitment process
Regular and respectful communication during the hiring process ensures job seekers are not left in the dark. Not hearing back regarding a job application is a top frustration for candidates and can leave a negative first impression about the business.
It is not uncommon for an applicant to receive little to no response from a job application and then out of the blue, receive a phone call that jumps straight into a telephone interview or screening process.
Candidates should be informed of the status of their application, regardless of whether they are shortlisted or not. It is important to advise candidates that their application will be reviewed and responded to, and employers can invest in technology to automate this.
Communication is a crucial step in creating a positive reputation that shows that the business appreciates every application that comes through.
Leaving out critical information from the job ad
Candidates want authenticity in job ads, so it is essential to only include details that are true and accurate to the role and business. Using buzz words, for example, such as ‘inclusive’ and ‘flexible’ are a waste of time and money unless the business is genuinely inclusive and flexible.
In addition, it is important to be transparent about the role and factors that candidates have identified as important. Job seekers find it frustrating when there is inaccurate information on the job ad or missing information. Ensuring that key aspects of the role, its responsibilities, and the business are included will help keep the best candidates interested.
Not being open to employing different candidates
While it can be tempting to employ people who reflect the current workforce, widening the hiring pool can lead to a deep, rich team culture. Employers have a legal and ethical responsibility not to discount someone based on an aspect of their life that is irrelevant to whether or not they can do the job.
Employers have a responsibility to remain open to all applicants – those who are older, neurodiverse, and candidates who want to work part time and so on. Being inclusive is crucial and makes good business sense.
Having a lengthy recruitment process
Businesses with lengthy and onerous recruitment processes are likely to lose top talent to businesses that move faster and more efficiently. A slow recruitment processes can be frustrating for candidates, and in a challenging labour market where good talent is hard to find, there is no time to waste.
Prior to the interview, employers can explain to candidates the expected timeframe and what the streamlined recruitment process looks like – this way, applicants are prepared to wait if it is the right fit. Interviews should be kept to no more than 2 to 3 at a time and ensure the process is completed in no more than 7 to 10 business days.
Hiding current challenges
Today, employers need to prove their worth to the candidate, not the other way around. During an interview, it really is okay to be honest and discuss the business more broadly including the good, the bad and the ugly. Touching on the challenges the business is facing and the steps being taken to overcome them, can help candidates respond positively to candour and mean they are more likely to stick around.
Being too scripted in the interview process
A job interview is an opportunity for dialogue and conversation. While employers should have a collection of questions to ask, it is ok to also insert some personality into the interview. Asking icebreaker questions can be a great way of avoiding templated questions that do not relate to the position. These types of questions also allow for greater spontaneity in the interview process and can draw out the candidate’s personality to see if it is the right fit.
There is also an increasing trend in candidates wanting to know more information about the leaders in the business. Employers should be willing to be interviewed, and ready to provide candidates insight in to the management style and team culture. This is a good way to show transparency.
To attract and retain top talent, employers should ensure that the job ad is honest, communication and recruitment processes are streamlined, and be open to the value different types of people can bring to the business. By knowing what turns candidates off, businesses are well placed to avoid losing top talent throughout the recruitment process.
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