Practices That Discourage Job Candidates

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Dheeraj Kapoor
A content writer with over 5 years of experience, Dheeraj has written for a variety of domains including finance, education technology, technology, and Big Data among others.

Many HR professionals struggle to find ideal job candidates these days. So when you find them, the last thing you want to do is turn them off.

Instead, HR professionals want to keep job candidates engaged and interested in your organization, the role, and a future with you.

With more jobs and fewer people – and even fewer qualified people – to fill roles, HR pros must keep candidates engaged throughout the hiring process.

Here are a few practices to avoid that could make candidates disinterested in your company.

Prolong the process

Several HR professionals and hiring managers say the time to fill positions had increased since the onset of the pandemic.

With fewer candidates, you might be tempted to hold out, hoping someone a little better comes along.

But that turns off job candidates, according to research from FlexJobs. If weeks – or even months – pass between the time you have contact with candidates, they will likely think twice about your organization and the role they were initially interested in.

Potential employees might see the delayed reaction as a sign they won’t get support and feedback in any role from the potential employer.

It’s a good idea to stay in contact at least weekly until you or the candidate decide it’s not a right fit.

Unclear description, expectations

Candidates need to understand you just as much as you understand them before accepting a job. So many candidates will walk away when they don’t have a clear picture of the job and how they fit into it.

This likely happens when hiring managers and HR personnel don’t pull together a current job description, including duties and expectations. Remember, pre-COVID-19 job descriptions may not make a lasting impact on jobseekers.

For instance, you might have a position described as marketing, but in reality, duties span across sales, social media, and PR. If you don’t make the multi-faceted role obvious in your job posting, you might miss out on great candidates.

Review and revamp every role with hiring managers before posting. Be sure to:

  • Clearly define the duties and expectations
  • Emphasize expected outcomes beyond the actual duties, and
  • Explain how the role interacts with other functions.

Too many tests

Job candidates for almost any position expect some sort of test. But too many tests is a huge demotivating factor.

Even if you still require several tests for a role, try to spread them out over the hiring journey. That way, neither you nor candidates get overwhelmed with testing – and analyzing results.

Lax professionalism

Job candidates are doing their best to impress you, and if your organization does any less, they won’t continue the journey.

The biggest issues often come with hiring managers. They often aren’t as schooled in the hiring process and don’t know the details that need attention as well as HR and talent acquisition teams know.

Awkward interviews

Actual interviews – in person or on Zoom – should be a natural conversation and exchange of information. Yet, many are scripted, stilted conversations that demotivate candidates.

Make interviews online or in-person as comfortable and natural as possible. Let the job candidates ask as many questions as possible, if not more, than you. If possible, when on-site, chat in a relaxed environment, such as a picnic bench or break room, rather than a formal conference room. Set up Zoom calls at times that are convenient for candidates so they’re most relaxed.

Also read: Five Key Skills For Managers

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