What Candidates Hate About the Hiring Process

What candidates hate about the hiring process

Most recruiters and employers understand that candidates want to know certain information before accepting a job offer. Details about company culture, the possibilities for career advancement, salary and more are all important factors for candidates to consider. While these points are critical to share, you should also pay attention to what candidates don’t like about the hiring process. The job hunt is often a stressful and time-consuming task where challenges may arise.

Once you start identifying candidates’ pet peeves about the hiring process, you can take actions to resolve them—and make much stronger impressions. We’ve shared some annoyances that candidates dislike about the hiring process below.

Totally unrealistic job ads

Put yourself in a candidate’s shoes. How would you react if you saw a job posting that asks applicants to have over 7 years of experience, but offers an entry-level salary? You’d probably scoff at it—and that’s how candidates will react too! Not only will candidates move on from the job ad, they’ll leave with a bad impression about the company in general.

What to do about this: Since candidates consider compensation to be the most important information in a job posting, it’s in your best interest to present a fair and realistic salary. This involves conducting research to find out the average salary of a position (and seniority level) within a specific location. A staffing and recruiting software such as Mindscope allows you to access this information. By doing your homework and offering a competitive salary, you’ll draw in more candidates instead of turning them away.

Candidates dislike long hiring processes.

A long and drawn out hiring process

Candidates despise being strung along a tedious hiring process. The overall process can take an average 23.7 days—which for some is too long, especially for top candidates who have multiple opportunities on the table.

When candidates have to wait for long periods of time after (or between) interviews with no contact, they may get the wrong impression from you. They might assume you’re unsure of who to hire or that you’re still looking for the right candidate. In turn, these candidates are likely to pursue different opportunities to ensure they don’t end up with no offer at all.

What to do about this: Start at the very beginning of the hiring process: the job application. If your job applications involve multiple questions and pages, it’s time to fix that. Studies have shown that when job applications have 50 questions or more, completion rates drop by nearly 50% compared to shorter applications.

It’s best to remove any repetitive or unnecessary questions from your application to condense it. Make sure your website’s application page automatically parses details from the candidate’s resume after they upload it. This will save them from having to re-import redundant information!

Multiple rounds of interviews can also deter candidates. If possible, keep the number of interviews that must be conducted to a minimum. You can risk losing the interest and patience of your candidates. Even worse, they can accept another company’s offer.

Keep consistent communication with your candidates.

Inconsistent communication (or none at all)

Candidates put a lot of time and effort on their end during the hiring process. From editing their resumes, filling job applications, preparing for interviews and attending them…as the saying goes, “job hunting is a full-time job”. With that said, it’s understandable that candidates get frustrated when they don’t hear back from the interviewer. No matter what the outcome is, candidates want to hear back about their standing in the hiring process.

What to do about this: Make an effort to connect with your candidates regularly. We know that recruiters often deal with several clients and candidates at once, so keeping constant contact isn’t always possible. At the very least, you can set-up automated email responses within your applicant tracking system to keep candidates informed at all times. You can also send text messages within Mindscope to provide candidates with quick job updates.

Within our ATS software, you’re also able to set-up reminders to notify you to follow-up with candidates. For example, you can remind yourself to contact a candidate to check in with them, or to share the latest news that you’ve learned about the job. Candidates appreciate hearing from you—they feel prioritized and more than “just a number”.

Make the hiring process smoother for candidates

Searching for a new job isn’t an easy task. For many candidates, it can be a long and stressful experience. As a recruiter, you can help make it a smoother process, and create a reputation that precedes you. Start by keeping candidates’ pet peeves in mind and think about how you can solve these common gripes. Without a doubt, you’ll provide an exceptional candidate experience that won’t be forgotten.

Do you want to see how Mindscope can help you find and identify quality candidates? Get in touch with us today.

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