What You’re Doing That’s Turning Off Today’s Job Candidates

Like most HR professionals, you may struggle to find qualified candidates for your job openings. When you do find top talent, you want them to work for your company.

However, there are millions of jobs available and far fewer candidates to fill them. This means job seekers have options when deciding where to work.

As a result, you should look at your hiring process to see what your company could do to attract more qualified talent. The following suggestions may help.

Find out which parts of your hiring process may turn off candidates and some steps you can take to improve.

Providing Unclear Job Descriptions

The jobs you are hiring for may have dramatically changed since the pandemic began. However, you might use the same job descriptions in your postings as before the pandemic. As a result, the actual details of your jobs are significantly different than what you advertise.

Candidates need a clear understanding of the job description, duties, and expectations to determine whether the role is a good fit. Otherwise, candidates might not apply to your openings. Or, they might interview and accept a job offer, then leave because the position is not what they thought it was.

To fix this issue, work with hiring managers to update the job descriptions, duties, and expectations before sharing your postings. Include the expected outcomes and how the position interacts with other functions.

The more accurate information you share, the more qualified candidates should express interest in the job. This increases the likelihood of bringing aboard the right candidate.

Prolonging Your Hiring Process

You may be taking longer to fill jobs than before the coronavirus pandemic. This could be because you are hoping a better candidate comes along.

However, you cannot let weeks or months pass without contacting the candidates you interviewed. These candidates likely will lose interest in working for you. Your lack of communication indicates you would not provide support and feedback if they joined your organization.

The best candidates typically receive multiple job offers within 10 days. This is why you need to speed up your hiring decisions. Also, contact your candidates at least weekly until you decide they are not the right fit or you want to hire them.

Requiring Lengthy Tests

Most jobs require testing to determine whether candidates have the hard and soft skills required to perform the work. However, candidates do not want to spend hours at a computer showing they are able to complete the necessary tasks.

If a job requires multiple tests, spread them throughout your hiring process. Then, you can analyze the results without overwhelming the candidates. Only select candidates will complete all the tests, which saves everyone time.

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