It’s important to remember that you aren’t just interviewing prospective candidates for a job but that applicants are also interviewing you. So, even though you hold the power to decide who gets the job, you still need to put your best foot forward. When a company doesn’t do that, they can turn off quality candidates, making it difficult for you to get the right person for the job.
Here are three things you might be doing that are turning off your applicants and making it difficult to attract quality candidates.
Nothing But Crickets
Let’s face it: no one likes to be ignored. First impressions say a lot, so when a candidate walks into your reception area, ensure they are met with eye contact and greeted. Nothing says “this place seems like a friendly one to work at” than a receptionist engaging with someone coming in for an interview. If your reception area is unattended, be sure to let your interviewees know ahead of time.
Second, “ghosting” a candidate is never okay. What is ghosting, you may ask? It is when a company goes silent and never follows up with candidates; nothing irks a job candidate more than never hearing back from a company after an interview. Whether or not you have decided to hire them, provide closure for the candidate by following up with them about whatever decision you have made. Not doing so can damage your brand; if your company becomes notorious for leaving candidates in the dark for too long, no one will want to apply.
This Just Isn’t Clear
You must set clear processes and expectations for the hiring process from the get-go. It can be very frustrating for an applicant not to understand how your hiring process works; remember, while some hiring practices are standard for every company, not every process flows the same way. Be sure to include an estimated timeline of events in the job listing (make sure this information is consistent across all job boards) and to provide the final part of the timeline again (decision and feedback) at the end of each interview. This will help keep everyone on the same page.
No Time for Questions
At the end of your interview, allow each candidate to ask questions. This is part of a positive two-way conversation. Not only does it allow candidates to get to know you better, but it also helps give you more insight into a prospective candidate. It can even help you know how much research they did beforehand. For example, if the answer to their question can be found on your website, they may not have done enough legwork for the interview.
Start on the Right Foot
When a company doesn’t make a good first impression, it can turn off quality candidates. They may decide not to apply at all or may not accept a job offer if they don’t feel your company is a good fit for them. Go a step further and utilize the power of the Workzinga Culture Alignment Assessment to help you find quality candidates that fit your culture perfectly. Try it today!