Written by Guest Author | September 5, 2017
Even the most diligently managed recruitment approach might not bring great results for your firm if you make amateurish mistakes that turn away the best talent instead of attracting it.
You may imagine that your own company would never do such a thing – surely, your hiring woes are more because of a lack of relevant talent out there right now, than your own failure to engage suitable candidates.
But are you still guilty of doing any of the below with your approach to hiring? We suspect that you might be.
1. Subjecting them to ‘radio silence’
It’s an experience that pretty much anyone who has ever applied for a job is familiar with: the submission of the application, followed by the automated email ‘thanking’ them for their interest, and informing them that they will hear back about their application soon.
But does the latter actually happen? Much of the time, it doesn’t. Remember that it won’t just be the ‘no-hopers’ who’ll be forming an opinion about your brand on the basis of the ‘silent treatment’ you’re giving them. That’s because the same will apply to the most talented applicants who may decide to take a job with an employer prepared to give them a bit more respect.
2. Obsessing about their salary
If a given candidate is applying for a job with you, that’s a sure sign that they’re looking to advance their career, including – often – in a monetary sense. So surely, it’s a bit backward to fixate on their past and present wage packets, at the expense of a serious consideration of their capabilities.
Great candidates want to contribute to your organisation in a meaningful way, making the most of their skills. They aren’t ‘just in it for the money’, and nor does their present salary necessarily indicate anything about what they can do for your company right now.
3. A bureaucratic, slow hiring process
You might think that the multiple approval levels of your recruitment process really help you to narrow down your list of candidates to those who are most relevant and interesting. However, by the time you get to the end, a lot of those most relevant and interesting people may have long withdrawn from the process.
The key is to avoid having such a long recruitment turnaround time that many of the most promising people left waiting receive a better job offer from another company – one that evidently has much more respect for their precious time.
These are just some of the recruitment practices that frequently deter candidates, yet are still widely used by employers. Why not follow another path – for example, by turning to Webrecruit for the complete trustworthy managed recruitment service?