Looking for new talent for your small business? There are many ways to get good candidates, but the recruitment process of some companies can turn off prospective employees. Because of their indifference, recruiters may fail to create a positive impression, prompting new hires to move on to other prospects.
To show you what we mean, here are four sure-fire ways to alienate job candidates. Take note of these tips if you want people to feel bad about your company.
1. Make it a point to waste the applicant’s time
Don’t worry if your company’s recruitment process takes forever. Applicants can wait if they really need a job. Ignore the fact that a lengthy interview and hiring process can drive jobseekers crazy and make them go elsewhere, according to the Time to Hire report that revealed the grueling experience of new hires at the hands of some employers. Other highlights of the report include:
- 57% of jobseekers expressed their frustration with the long wait after an interview to hear if they got the job
- Almost 25% lose interest in the job if they don’t get an answer within a week
- Nearly 50% lose interest in their application if nothing happens in two weeks
- After a lengthy hiring process (2–4 weeks), 39% lose interest and apply elsewhere, while 18% decide to remain in their current job
- 32% said that a long hiring process makes them doubt the company’s ability to make important decisions.
2. Insult the applicant with a lousy job offer
It doesn’t matter how experienced the new hire is, or how well that person can help your company reach its goals. The important thing is that you save money, so make a ridiculous offer. Never mind if the candidate made more money during his previous job. That’s immaterial since the applicant is looking for work, right?
Wrong! While it makes sense to save money, don’t do it at the employee’s expense. A small decrease in salary might be acceptable, but a large one is never good. You will only lose the candidate to your competitors. If you can’t match a person’s previous salary, be frank about it, but don’t expect that guy to stick around.
3. Show up late for interviews
Let the candidate wait for your arrival. If he’s serious about the job, that person will understand that you still have a round of golf to finish, or you’re in the middle of your favorite YouTube video. Make the prospective employee wait in the lobby while you answer your buddy’s emails. Or tell the applicant that it’s siesta time and you don’t want to be disturbed.
Being the boss doesn’t give you a license to make people wait. That line of reasoning will only get you into trouble. While certain uncontrollable circumstances may force you to arrive late for a job interview, making the candidate sit for hours is a big mistake. If the applicant arrived on time, there’s no reason why you shouldn’t. Be considerate of others.
4. Ask for a lot of work samples
You need articles for the company website, so why not ask the candidate to make them? Tell the applicant that it’s part of the test. You’ll be hailed as a genius for saving money, right? Wrong again!
Asking a candidate to produce something may be required at times if you’re looking for a specific set of skills. But giving the applicant real work that will be used in the business should be avoided. This only tells candidates you take advantage of the people you work with.
When asking prospective employees to take a test to show their skills, make sure it can be done quickly. Making applicants sweat for hours to answer a test is unreasonable and will turn off qualified candidates.