Top mistakes companies make when hiring that will affect their brand

As we enter the new year, the hiring season starts for many companies.  With corporate culture being such a focus for companies today, it is counterproductive if you leave a candidate with a sour taste in their mouth after a poor experience.  Here are a few of the common causes for candidates to have a bad experience which can affect both your brand, and your ability to attract top talent.

1.  Lack of response from employers.  This one is often unfair to a company based on the number of resumes that they receive, but it is now possible with technology to remind people that not all candidates will receive a response due to the volume of interest in a position.  An automated email response to a candidate can communicate this, assuming this was also stated in the job description.  It also provides the candidate with an acknowledgment of the application and it can give the company the opportunity to thank the candidate for their interest.  CareerBuilder states that 75% of applicants never hear back from employers.  That represents a large number of people who leave the application process unfulfilled.

2.  A complicated job application process is another issue for some companies. For junior to mid management positions, job application forms can sometimes be too long or too complicated.   Again, according to a CareerBuilder survey, 60% of job seekers quit in the middle of filling out online job applications because of their length or complexity.   Don’t make the mistake of thinking that this just pertains to junior positions as it also applies for senior level positions as well.  There is even a well-known executive search firm in Toronto that makes their candidates create and prepare a presentation of a multi-page document which requires hours of preparation by the candidate.  Do you think many passive candidates (people who are not even looking to change jobs) are going to invest time into such a process before they even get an interview with the client? 

3. Unpleasant interviews are still an issue.  Distracted interviewers, disengaged interviewers and interviewers that come across as having unhealthy ego’s or having condescending tones are the most common complaints.  Remind your employees that they are representing a brand and a culture and that there is always a respectful way to conclude a meeting, even when there may not be any next steps for the candidate.  I was speaking with a client this week who told me about her daughter’s recent experience with a once proud restaurant brand for a co-op placement.  She withdrew from the interview process after a terrible meeting with the hiring manger and her concerns about the company were further confirmed after reviewing online university forums about the company.  Remember, negative feedback always spreads faster than positive feedback.   

4.  With many people managing all their activities on their phone, many candidates become frustrated by career sites that are not mobile friendly.  According to a Glassdoor survey, 45% of job seekers say they use their mobile device specifically to search for jobs at least once a day.   A company that is not adept in this area will lose out on talent and will not be viewed as being a progressive company to younger generations.

Farewell,

Mike