5 Hiring Practices That Drive Good Candidates Away
While the critical factors of most of the IT firms are user experience and customer retention, a sound team can balance things out. Every CEO knows that they can't afford to lose customers, prospective client, and good employees. Most companies don't spend any time in constructing candidate experience strategies.
The recruiting process for most organizations is usually typical, which further leads to critical issues. If the recruitment process is awful, all the critical things will go waste. Companies today need to move on from bad, old habits and incorporate new
1. Job Ads
Recruitment ads written in a stiff and formal language instantly put off good candidates. Most of the traditional ads are written in third person language. The provision of the salary range is mostly not included in published ads. Smart candidates are likely to apply for the position where salary range is clearly mentioned.
2. Applicant Tracking System
The tracking system that forces candidates to fill out endless forms on a slow software platform is not a great way of hiring right candidates. It the recruitment form doesn't talk about the core business of the company and what is expected from the candidate, it gives a clear message to the candidate that you are one of the many applicants. Applicants don't bother submitting an application where they are one of the many.
3. Auto-responding emails
Auto responding emails that confirm the receipt of the application and no other useful information is another instant put-off. Your auto-responding application confirmation gives a clear message of "you may hear from us one day, or you may not." A confirmation email should contain a bit more information about further steps of the recruitment process.
4. Scripted interviews
A scripted interview is an old method of the recruitment process. Even today mass recruiters have scripted questions for the interview. The questions are often asked by someone who has no core knowledge of the job that you have applied for. Smart candidates prefer personalized interviews where recruiter or HR admin is actually keen about understanding if you are the right fit for the preferred job.
5. Salary details
Demanding for job applicant's salary details for employment is another traditional process. The practice is becoming illegal in western markets. Competent HR admins and recruiters easily judge the applicant's market value by looking at this data and negotiate on the salary structure. This practice discourages the potential candidate from getting the salary that he deserves.