recruitment bad habits

5 bad recruitment habits that drive your candidates crazy

Recruitment is a 2 way process, your business needs to appeal to candidates as well as candidates appealing to your business.  No-one wants to work for a company that doesn’t give off a good vibe or a clear progression plan, here are the 5 bad habits your business needs to avoid to attract top-level candidates.

1.) Inviting candidates for interview and having no clear start date or solid plan for how you will integrate candidates into the business.  It’s pointless interviewing candidates if you aren’t ready to hire.  We’ve spoken to candidates who have interviewed for a position only to be told, ‘We haven’t won the business required to employ you yet, it will be a couple of months.’  As you can imagine, candidates usually go and find another job and they usually come away from the interview thinking they have wasted their time.

2.) Not providing feedback.  Almost every interviewer tells candidates that they will get back to them within a set time period.  Yet many businesses do not do this either within the time period they tell the candidates or with any feedback at all.  Whilst it is almost impossible to provide feedback for every candidate that applies for the role, it really should be provided for all candidates that make it through to interview.

3.) Not having a closing date for applications.  A closing date for applications shows candidates you have a clear recruitment plan and know what you are doing.  Without a closing date, candidates do not know the recruitment process.  They do not feel they are part of the process or that the vacancy will progress and be filled.  Communication with candidates from the very start is key to getting candidates to buy into the recruitment process.

4.) Delaying decisions after interview.  After the final round of interviews it is natural that your team will want to carefully review the 2-3 candidates that made it to the final stage.  However there really should be no need to delay getting back to your final candidates later than 5-7 days after interview.  Candidates are often invited by different businesses for interviews and the last thing you want to find out is that your chosen new employee has gone elsewhere because they felt that they were not wanted by your business or that you didn’t get back to them promptly.

5.) Changing start dates or job responsibilities.  Once you have your new employee then it is important to keep your side of the bargain.  One of the biggest reasons for candidates leaving their new job within the first weeks or months is because the job isn’t what had been agreed.  Changing the job spec or responsibilities really infuriates candidates and will end up with them moving on sooner rather than later.