7 things Candidates Hate about the Recruitment Process!

One of the key metrics tracked by organizations to measure recruitment effectiveness is Applicant Satisfaction, particularly ‘treatment by recruiters’ and ‘recruitment process’.

Learn about what you should avoid enhancing your score on this metric:

• Calling Candidates at work: This one is a no-brainer. Why would you call candidates while they are at work, putting them in a delicate spot and leading them to disguise who they are talking to and why? Always ask for their permission via emails or SMS. No permission, no call! It’s as simple as that. 

• Not having enough details: Candidates deserve to know the complete job description, the number of interview rounds, how long the hiring process shall take, who they will be interviewed by and the salary range so that they can come prepared and make the most of their interactions.

• Not having a ‘face’ to the process: A communication that is mechanized and faceless makes candidates hesitant and restless and creates an impression that the recruiters do not care much. Avoid this by adding contact coordinates to all communications and introducing yourself in conversations. 

• Long hiring process: A very long process with no clear vision on the number of hiring steps is an insult to a candidate’s time and effort. Candidates may feel unimportant and this can spiral into a word of mouth maligning!

• No, follow up: This is the worst mistake that recruiters can make in putting off candidates and developing a bad reputation. Every candidate deserves a response, even if they are not selected. There is no excuse for not following up with the candidates; even a simple response like ‘you are not interested and would not like to move forward’ will help in letting the candidates know where they stand.

• Unprepared interviewers: The interview process is an employer branding element, and interviewers are the first brand ambassadors of the company, and hence, should represent their company well. It reflects badly on the organization if they are found floundering when asked a question regarding the company. They should always stay updated about the company’s current and future plans and possess correct information.

• Lack of transparency: Hidden salary components, misrepresented job profiles and not communicating correct expectations lead to erosion of trust thus affecting the employer brand. News spreads fast about promises made, but not kept and can quickly tarnish future scope as a talent magnet.

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