Ways employers create a bad hiring experience for jobseekers

by Startacus Admin

Ask any jobseeker about their candidate experience and you’ll probably hear more than one horror story. After all, people are more likely to remember a bad experience than a good one.

These days, employers simply can’t afford to have a bad hiring process. Here are just a few mistakes that companies often make and how you can avoid them. (orginally published on Jobbio)

1. Overcomplicating the application process

No one wants to jump through hoops in order to apply for a job. Don’t forget, potential candidates lead busy lives too. They don’t have the time to fill out lengthy applications or create custom projects just to prove their worth. If you want to attract the best talent then you need to make the application process as easy as possible.

The solution: Keep things simple. Just ask for the information that you absolutely need in the initial application stage and you can figure out the rest at an interview. Hiring through Jobbio means that applicants can apply for your roles with the click of a button. Easy applications will lead to more relevant talent. It’s a no-brainer.

2. Not having a careers website

Candidates will automatically research companies once they are called for an interview. But what happens when they can not find any relevant information online? If you do not share your company values and mission then you are setting candidates up for a fall straight away.

The solution: You should always tell candidates about your company culture. A great place to do this is on your Jobbio channel. Tell potential candidates what it’s like to work at your company and brag about how great your current employees are. You can also add the Jobbio ”J” to your careers website and link to your Jobbio channel straight from your page.

3. Keeping Jobseekers in the dark

After the application or interview, some companies go completely silent. This is extremely frustrating for jobseekers. It will also put your company at a disadvantage as the candidate may decide to look elsewhere. Prolonging the hiring process will also negatively impact your employer brand.

The solution: Keep your candidate informed at every stage of the hiring process. Most applicants know that it might take companies a while to settle on the perfect hire but you should never lose contact for more than a week.

4. Constructing an unfocused interview

Many candidates complain about the interview procedure. Lot’s of employers think it is acceptable to arrive late, not give the interviewee their full attention, and even ask ridiculous personality questions like ”If you were a tree, what kind of tree would you be?” For the record, none of the above behaviours are okay.

The solution: You should always go into an interview prepared. Read over the candidate’s application. Have a list of relevant questions that you would like to ask them and stay focused throughout. The candidate deserves your full attention.

5. Sending out automated rejection emails.

How many times have applicants read this line, ”We are sorry to inform you that your job application has been unsuccessful at this time”? If you want to create a good impression then you should treat each individual jobseeker as a person, not just a number.

The solution: Always try to personalise your rejection emails. At the very least make sure that you include their name, not just ”Sir/Madam”. If you’ve met someone in person for an interview then it is common courtesy to ring them up to deliver the news.

6. Dropping the ball

So, you’ve managed to find the perfect hire. They have accepted your offer and are fully on board. You’re out of the woods, right? Wrong! This is not the time to drop the ball. Many candidates complain about the lack of communication between accepting the job and actually starting.

The solution: Stay in touch with the candidate right up until their first day of work. Send them an email with more information about the company or advice on how to prepare for their first week. Anything that helps them feel more connected to the role that they are about to begin.

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Published on: 10th December 2017