Vetting the right candidate from a huge talent pool needs a lot of hard work and perseverance. But recruiting becomes much more challenging when there is a talent shortfall in the market. There are certain recruiting practices which if followed, will scare away not only the good candidates but affect the passive ones as well. Losing on good candidates implies that the recruiters will be wasting time and money on a talent pool that doesn’t have the right type of talent.
Many small and medium companies follow certain practices that not only frustrate the candidates but demotivate them as well. This post highlights new recruiting trends to avoid that may be scaring away candidates.
1. Long Applications
Long applications and asking irrelevant details within the application form may turn frustrating for the candidates and tops our list for recruiting trends to avoid. Most candidates will just leave the application form in the middle and opt for other opportunities. Job seekers find this as sheer time-wastage.
The best way to gather information from a potential candidate is to ask just the basic details such as name, email, experience, and skills. All other details are already available in the resume or can be asked at the later stages also.
Bringing an Applicant Tracking System onboard reduces the effort wasted in resume filtering. An ATS can sift through hundreds of resumes in just a blink of an eye. Apart from that, it is capable of parsing the resume and creating individual profiles by extracting all the details from the resume.
Read More: Why ATS Is a Must-Have Tool for Recruiters?
2. Longer Response Time
There is really no good reason for a longer response time, but it’s one of the biggest reasons candidates report for overall recruitment experience. Not replying or replying late during any stage of the recruitment process is a recruiting trend that should be avoided at all costs as it ultimately has the power to turn the odds against or in favor of the company.
A delayed response will make the candidate file applications elsewhere and scout for other opportunities. The SMB should understand that no candidate is going to wait for so long. Candidates expect their applications to be acknowledged and the status of an interview to be kept transparent. Things can be detrimental to the employer brand as well. To get a better hold on the talent pool, real-time notifications and response time are a pre-requisite.
Sending emails to every applicant is not a good idea, nor is it always realistic. Automation is the call. Recruiting software automatically sends notification via mail or text to the applicants in the real-time after every recruitment stage. If the candidates are informed well on time, they feel that the company cares for them. This boosts the candidate experience and escalates the popularity of an employer brand.
3. Recruiting Trend to Avoid? Interviewers Not Doing their Homework
When the interviewers are unprepared for the interviews and fumble around the questions to be asked, it leaves the candidate with a bad impression of the company. Asking questions about the things that are already mentioned on the resume reflects a recruiter’s unpreparedness.
The interviewer should be thorough with the candidate’s resume and should reach well on time at the venue. Reaching before the candidate or a few minutes before an interview schedule, act as an impression booster. The recruiter should know everything about the job posting and should be very clear about what to look for in a candidate.
4. Over-Extensive Job Description
An ideal job post should include all the desired skills and expectations for the post offered. But making the post too extensive by adding unnecessary stringent criteria will scare away the candidates. Even the ideal candidates will think as if they are under-qualified and is a recruiting trend to avoid.
The job posting should contain only the must-needed skills in the description. Adding unnecessary stringent eligibility criteria will scare away the right candidates.
Related: Where to Post Your Job Openings?
5. No means to Communicate
Many companies do not provide any means of communication to the candidate during the entire recruitment drive. Giving a common reception number will turn things even worse. The candidates expect a live chat or a personal email-id of the person-in-charge with whom they can connect if needed. Providing zero means of communication may turn this into a red flag.
Offering seamless and transparent communication is the need of an hour for survival in a tough job market and to attract the right candidates. A bad candidate experience makes hiring more difficult in the future.
6. Apprehension to AI (Artificial Intelligence)
Though candidates from generation Z and millennials are accustomed to new technologies such as Artificial Intelligence; Generation X and beyond are still apprehensive. While phone interviews, video conferencing, screening using ATS etc have become common today but some people still get scared by the use of these technologies.
Constant fear of misuse of personal information haunts them which is indeed making them stay away from such techniques. They feel that the new technologies aren’t competent enough to drive quality recruitments. Many candidates hesitate to become a part of the interview process that uses this new technology to store data.
It is the responsibility of the companies to soothe out their apprehensions and make them believe that things are much better and fair than before. It may happen that if any hiring is made for a senior level, the person may not have undergone an online video interview. The same applies to a fresher as well. The companies should tell the pros of video screening and convince the candidate thoroughly before an interview. Proper counseling should be done so that the candidate is confident to give an interview and not a single candidate is lost due to fear of new technology.
If the companies are using any of the biometrics or facial recognition techniques during interview processes, the safety of the candidate’s personal information should be ensured. Complete transparency should be maintained at every level. The SMB’s should make sure that all the instructions are given in a simple language only and there is no room for jargon.
7. Delayed Joining
Delayed joining is the biggest buzz killer. Organizations should onboard candidates as soon as possible. Delayed joining will make the candidates look for other opportunities. This will not only impact the recruiting cycle but also, a valuable resource will be lost.
Plan the recruitment campaign in such a way that there is a minimum possible gap between the final interview round and the joining. An interview scheduling calendar in ATS could help speed up the entire process.
Recruiteze is a world-class cloud-based applicant tracking system. It offers commendable customer support along with remarkable features. Recruiteze offers 24/7 access from anywhere and at any time. It is a one-stop solution to entire recruiting needs. Connect with us to explore more about Recruiteze.
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