When was the last time you audited your recruitment in regards to how it affects your candidate experience?
I’m willing to guess either never or it’s done so rarely that your practices are too outdated to have a real impact on bettering your candidate experience.
This lack of insight regarding the issues with your company’s recruitment practices is exactly why many companies are disappointing candidates and leaving them with ill feelings towards their brand.
Why should you be worried about the opinions of candidates that were passed on?
Check out some of these stats on candidates with a negative experience: (source)
- 27% of candidates whose experiences were negative wouldn’t apply to work for that company again.
- 27% of candidates would “actively discourage others to apply”.
- 65% would tell their closest friends about their negative experience.
Now that you have a better understanding of why you should be very aware of how your recruiting practices are affecting your candidate experience. Read on as we list the most common recruitment mistakes that are hurting your candidate experience.
- Sending certain candidates to the “Black Hole”
We have all had the experience of applying to a position and never receiving any resemblance of a response, not even an automated email thanking us for applying our letting us know that we weren’t picked.
Now it’s understood that recruiters and hiring managers are busy people and may not have the time to respond to each and every candidate that came in for an interview, but that doesn’t change the fact that the candidate took the time out to interview with your organization and that they deserve a response telling them they weren’t picked.
So although your recruiting team is busy juggling many different candidates, you should still take the time to make sure that each and every person that was interviewed receives a response letting them know they weren’t chosen.
- Stop Taking so Long
How many times has this scenario happened, you find the perfect candidate and push them all the way through to the final round of interviews, and right when you reach out to share the good news, they tell you that they already took up a position elsewhere.
As infuriating as this situation is, it’s all too common for recruiting teams no matter what field they work in.
The best way to combat this is by shortening your recruitment cycle as much as possible so that your top candidates don’t lose interest and choose to go with someone else.
To give you a better idea of how much to shorten it, keep in mind that 66% of job seekers said they would wait less than two weeks to hear back from an organization before moving on to the next position.
- Not providing any Feedback
Once again, we understand that sometimes you may be too busy to take the time to send constructive feedback to each and every candidate.
But going that extra mile does wonders for your employee brand and will let the candidate know that their time was respected and that they were given serious consideration.
In order to make sure that your feedback is indeed constructive, make sure to follow these guidelines:
- Be direct and make sure not to sweep any issues under the rug.
- Keep a professional tone even if you receive a strong emotional response from the candidate.
- Balance negative feedback with some positive so they don’t feel like they did everything wrong.
- Give some advice on how they can fix whatever issues they may be having.
- Not properly preparing for the Interview
You’d be surprised by the number of recruiters that show up to an interview without knowing anything about the candidate besides their first name.
It’s annoying for the candidate and a huge waste of time if they have to restate everything that was clearly stated on their resumes and it will make you look unprepared.
So make sure that you’re not only looking over their resumes but looking at their LinkedIn pages as well to learn as much as you can about the candidate.
- Failing to sell the position to candidates
Many recruiters make the mistake of solely focusing on the candidate and how they can benefit the organization, although this is an important part of the interview, you still need to be concerned with “selling” the company to the candidate as to make sure that they don’t end up taking another position and are excited about working with your organization.
Make sure that you’re bringing up things like company perks, bonuses, company vehicles, workplace outings, etc. in the interview so that they’re more comfortable with the idea of working for your organization.
Making sure that you’re doing everything you can to have a strong candidate experience is crucial for attracting top-quality candidates to your organization, so make sure that your recruiting team isn’t making any of the mistakes listed above.