Recruiters are eager to get the right hire for their company. Making a wrong hiring decision causes a lot of problems. It results in financial costs and productivity loss. It is bad for overall employee morale and for the psychological health of the new hire. Sometimes there are too much applicants for a wanted position and recruiters just don’t have the time to take a proper look at their resumes and do some extra investigating. All of this can lead to hurrying up the recruitment process or putting extra pressure or work on the candidate. This can damage not only the selection process but also your company’s reputation.
1. Not respecting the candidates time
I was sitting on a beach in Hvar with my friends when one of them got a video call, put a shirt on and ran into the bushes to find some shade. What happened? A video interview! This was his fifth step in the selection process of a well known quality company. It was a great opportunity that made him willing to endure this stress of unpredictability and these recruiters that didn’t schedule a certain time for the call. In the end there were two candidates left and they went with the other guy. But the way this process was done, what he got out of it was stress and a bad image of the company. Not just him but the rest of us that heard about it.
Research done by Google HR department got to the conclusion that by adding more than 4 steps in the recruiting process you don’t get any more valuable information but are usually just wasting your and candidates time. Moreover, you are risking losing the quality candidates that are waiting for the job offer. At the same time they might get an offer from another company. Don’t put too much burden on them by making more than 3 or 4 steps in the process and crazy time consuming tasks. Even taking the time to fill in application forms can be frustrating to some candidates.
I once went to an interview where the recruiter was late, actually, she was there but busy so I sat for 10 minutes and then she gave me some forms to fill out. Including questions like ‘List any illnesses you have’. Being late for your meeting sends a message to the candidate that your time is more valuable than theirs or that your company is disorganised.
A lot of strong candidates are already working somewhere and can find it hard to meet at the time you set up or to answer random phone calls. It is important to offer them an opportunity to choose when to talk to you and also to be a little flexible and if it is necessary meet them over Skype or after working hours if you can arrange flexible working hours for yourself.
2. Not being prepared or having a bad attitude
Candidates are not just there at your disposal to do whatever you need to reach a conclusion. He is a real person and with this experience he is forming a picture of your company.
You probably hear or had a bad interview experience yourself. At one company I answered the question they asked me and they started fighting between each other about what was the right answer.
Reading candidates application before hand and preparing suitable questions will give you a clearer picture. You should go over your goals before interacting with the candidate. Think about what you need in your new employee. Read his CV, think about his strengths and weaknesses and plan what will you ask him. Have an idea what is the goal of this interview and with what set of question will you be able to reach a conclusion. If possible, talk about him with relevant people. Preparing for an interview will take more of your time than just showing up and reading the CV on the spot. But with more experience this time will shorten and you will learn what to look for in new candidates.
You are not just a recruiter, you are also a brand. Showing the culture of your company through your example. How organised, how proficient, how kind or even how fun is your company is, in a way, going to be based on his experience in the recruiting process. He will also share that experience with his friends. After a bad experience he might tell his friends not to apply at that company or even not to consume its products.
For a lot of companies, the applicant is also the consumer of its brand. Bad recruitment can thus make him dislike the brand and hurt the company’s image. Especially in a time of internet, forums and social media, where it is easy for a bad word to spread fast.
3. Hiring for the status
Recruiting is not just about catching the most valued guy. It is not a game of Pokemon GO.
I will admit that if a person has a certain degree the probability that he will know how the do job right is higher. If someone is a big name in the community, there is also a greater chance that he will bring good ideas to our company. But! Don’t look exclusively for these people. The best feeling you can get from recruiting is in finding that special gem. Recruiting is in fact finding great people and potential that will fit in your company. Fit in in a way that they will succeed there because of the context of your company and their personality. And in return they will bring new ideas, perspectives and motivate others in the workplace.
4. Not giving feedback
One of the worst bad habits recruiters can have is not responding to applicants. If you decided not to hire someone it takes a second to inform the person. Even a generic rejection mail is better than no mail. Giving no information leaves everything hanging in the air and candidate can be sure if you received his mail or if the selection process is over or not.
If the candidate was rejected at step three of the selection process you would expect the company to have more information about the candidate and could provide him some helpful insight into his profile. If I spent three hours testing someone and writing his psychological profile then I try to use those finding to help him figure out what kind of place would suite his personality or abilities. Giving constructive feedback helps in building up a relationship with this candidate. If the candidate is strong but not the best fit for the current role I could always keep him in the talent pool and contact him in the future if he is interested for a different position. Giving feedback helps candidates to understand why they were rejected and feel more in control in the process. It can help them prepare for the next interview. Making their experience of the process more enjoyable could incline them to leave a good review of your company on sites such as Helloworld. They might feel like they got a special treatment, which if you think about it, they did. They got a kind of a professional orientation and their selection process wasn’t a waste of their time just because they didn’t land the job. By informing them about their weak spots in the technical interview you could help them to become more suitable for your company in the long run.