MightyRecruiterThe Hiring Process: 5 Common Candidate Grievances
In most hiring situations, power sits with the company, not the applicantïbut it’s important to use it wisely. They would never say it to an interviewer’s face, but the hiring process can be tough on candidates, especially if they feel that the company isn’t treating them well. Here are some of the most common problems, why you should care, and how you can fix them.
Why These Matter
Some hiring managers might be tempted to think that it doesn’t matter what candidates are saying behind their backs, especially when many of those potential employees will be turned down. But while these candidates might not end up staying, they’re still getting an impression of your company, one that they’ll often end up spreading to their friends, families, and colleagues. One of the most powerful and difficult to control components of your brand identity is word of mouthïwhat people are saying about you in private.
You don’t want to alienate potential clients, customers, or even future job seekers because you rudely rejected someone they know. In today’s increasingly connected world, many job candidates are actually leaving online reviews of the companies they applied for, broadcasting their satisfaction or dissatisfaction with the hiring process to the entire world.
Plus, there’s the fact that at least one of these candidates will end up working for your company. The last thing you want is to start off on the wrong foot with your new hire. Try to avoid the five most common grievances about the hiring process:
1. The Job Description is Too Vague
For good reason, many employers focus on the skills and qualifications required when they’re writing job descriptionsïafter all, you don’t want to waste time on unqualified employees. But this strategy can backfire if you forget to describe the job duties or only give a generic outline.
Make sure that your candidates know what they’re getting into. Try to write the job description so that you include specifics about what they’ll be doing if you hire them. You could even arrange for a current employee in a similar position to explain exactly what the work entails at some point during the hiring process. Candidates will appreciate your openness.
2. Interviewers aren’t prepared
Everybody knows how critical it is for candidates to prepare for a job interviewïbut the interviewer should be prepared too! If you haven’t read the resume, don’t know what position they’ve applied for, or are unable to answer their questions, it sends a bad signal. Candidates often perform worse in these interviews, and they may be less likely to accept the job even if you offer it to them.
Make sure that you spend a few minutes before every interview getting ready. Read the resume thoroughly, and demonstrate to the person that you are familiar with their background. This can also help you ask personalized questions and make the interview more effective.
3. Candidates can’t get a straight answer
No hiring process is completely glitch free. Sometimes approval is difficult, or multiple interviews are requested, or candidate sourcing takes longer than anticipated. For the potential employee, this can result in a hiring process with unexpected delays and standstills. Many employers simply try to hide these speed bumps, reassuring the candidate that everything is still on trackïbut when candidates can clearly see that it isn’t, they feel misled.
The solution is simple: just tell the truth! Let them know if timetables have changed or if the process is stalled for some reason. Job seekers will appreciate your candor.
4. Time is wasted
Would you ever hire a candidate who showed up late to the interview Probably not. So why should you expect them to accommodate your tardiness Most candidates will politely tell you not to worry about it, but what they’re really thinking is that you don’t value their time. Again, this is not an impression you want to make.
Arrive to the interview promptly. If you’re running late for any reason, contact them and let them know.
5. There’s No Follow-Up
Most hiring managers will tell candidates they’ll hear back in a few weeks. Not all of them actually do. Contacting them after the interview is an important show of respect, but one that is often ignored.
If someone won’t be getting the job, tell them so instead of ignoring them. If you have snags in the hiring process, let your candidates know that they’re still in the running after two weeks. Whatever you do, don’t give them the silent treatment.
Hiring great employees is easier if you treat your candidates with respect. Check out more interview and hiring tips to help your business grow here on Mighty Recruiter.