Job prospects are turned off by these 5 practices

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These days, many HR professionals are having difficulty finding excellent job prospects. So the last thing you want to do when you find them is to turn them away.


Instead, HR professionals strive to keep job seekers interested in your company, the position, and a future with you.


But it’s understandable – it’s difficult, given that the pandemic has left around 10 million job gaps and only 5 million individuals to fill them, according to the US Bureau of Labor Statistics.


With more jobs and fewer people — and even fewer qualified individuals – to fill them, human resources professionals must keep candidates engaged throughout the hiring process.


You’ll want to avoid these five habits that cause candidates to turn away and look for work elsewhere:


Extend the hiring procedure


Since the outbreak of the pandemic, many HR professionals and hiring managers claim that the time it takes to fill a position has gotten longer. Which makes sense . With fewer options, you could be tempted to wait and see if someone better comes along.


However, according to FlexJobs data, this turns off potential prospects. If weeks – or even months pass between your initial contact with candidates and them hearing from you, they are likely to reconsider your company and the career they were originally interested in.


Future employees may interpret the delayed response as a hint that they will not receive help and feedback from the potential employer in any role.


Better yet, keep in touch at least once a week until you or the candidate decide it isn’t a good match.


Expectations or the job description are unclear


Before taking a job, candidates must understand you as well as you have to understand them. When they don’t have a clear vision of the position and how they fit into it, a lot of prospects will walk away.


This occurs when hiring managers and HR professionals fail to compile a current job description, as well as responsibilities and expectations. Instead, they bring up anything from before COVID and post it. However, the job has evolved significantly.


For example, you might have a marketing position, but your responsibilities include sales, social media, and public relations. You can miss out on exceptional candidates if you don’t make the multi-faceted role clear in your job description. When candidates who aren’t a good fit start the interview process, they’ll see the differences and eliminate themselves.

 


Before you post a job, go over it with the hiring managers and revise it. Make sure to:

 

  • Define the responsibilities and expectations in detail.

 

  • Apart from the actual responsibilities, focus on the expected outcomes

 

  • Describe how the role works in conjunction with other functions or roles.


There are far too many tests


Almost everyone who applies for a job expects to be tested. However, having too many tests is a significant turnoff.


Candidates will detest being forced to spend hours in front of a screen, assessing work skills, soft skills, and personality assessments. They may begin to believe they are applying for a job led by a computer rather than a company with people. That is not a good way to begin a relationship.


Even if numerous exams are still required for a position, attempt to spread them out during the hiring process. As a result, neither you nor the candidates will be overwhelmed by the testing – or the analysis of the results. Only those that advance in the employment process will be required to take all of the examinations.


There is a negative company image


A few factors can deter potential job seekers from applying to your openings, making it even more difficult to fill positions.


If your job posting appears repeatedly, applicants may become discouraged. To them, this indicates that you have a problem with turnover and filling positions. Who wants to work somewhere where no one wants to work?


Social media and job sites have the potential to exacerbate a bad situation. On sites like Glassdoor and Reddit, potential workers look at your reviews. Job seekers will lose interest if previous or current employees leave bad reviews.


Creating a positive culture is, of course, the best approach to avoid a negative image. However, you’ll almost certainly never be able to escape the bad press that’s left by an unhappy employee. Two suggestions:

 

  • Keep an eye on your reputation and control it. Respond to negative comments when appropriate to demonstrate your desire to put things right.

 

  • Make sure you off-board employees. According to research by Capitalize, off-boarded employees are twice as likely to give good recommendations of their former firm. Some subjects to cover include how to manage their 401(k), how to start a knowledge transfer, feedback on their work, and health insurance.

 

Ambiguity


Uncertainty is typically seen as a red flag by potential employees. They’ll see it as a red flag if you’re not completely upfront about the job, your organization and anything similar. Remember that candidates can look up information – truthful or false – online at any time.


One approach to demonstrate your transparency once they’ve been offered a position is to provide candidates with your company handbook so they can see policies, processes, and values in writing. Also, make sure your written offer letter matches the verbal offer exactly.


Recruiting for a new role? See how HealthBoxHR Recruitment feature can help your organization track and manage your applicants, post new job roles and even create talent pools for retaining talent for future vacancies. 

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