3 Ways to Turnoff Your Talent

The phrase “candidate experience” isn’t new, so the idea of considering an applicant’s satisfaction throughout the hiring process shouldn’t be either. It may be easy to allow the amount of interested candidates to create some level of mental comfort, but to “backburner” applicant happiness is a disservice to the team and company. While it may seem tasking to change up the process you’re currently using, it may be worth it.

The experience you create with your hiring process can make or break you. In fact, 83 percent of candidates share their experience of the process with friends and family. If the process wasn’t up to their standards, you could be losing the candidate and all the people with which they are close.

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What could be turning talent off about your hiring practices? Here’s three places that applicants have admitted to hating in the past:

1. “I hated how the interview was conducted.” 

The world of technology is in full motion. Most people have smartphones, computers and a general understanding of how it all works. Chances are, even with a decent grasp of the tech side of life, problems aren’t totally avoided. Nothing beats a good face-to-face conversation, but with applicants who may have to relocate, this may be a little harder to accomplish.

Video interviewing is a fantastic way to conduct a preliminary interview. If your company is using this first step, relying on something like Skype could be a challenge for both the applicant’s patience and the overall connectivity process. Video interviewing companies are equipped with the software, support and experience to guide both the recruiter and candidate through a potentially rocky experience.

2. “I had to go through three interviews…and didn’t hear back from you.” 

Interviews take time from your day, but an interested candidate will move an entire schedule around in order to make it to the office. Once the candidate makes that time, it is only courteous to give some sort of response. In fact, 82 percent of job seekers expect to hear back even after sending in an application. Yet, 60 percent of surveyed job seekers said they didn’t hear anything after meeting for an interview. When an interview is conducted, the candidate should be told whether they are a fit or not. It’s just courteous.

Read the rest…

Originally posted on Recruiter.com on April 29, 2014

photo credit: by Janine via photopin cc

Maren Hogan

Maren Hogan is CEO of Red Branch and general Bad@$$

Maren Hogan is a seasoned marketer and community builder in the HR and Recruiting industry. Maren started Red Branch Media and, before she hired all the smiling faces you see below, she ran it on her own. In marketing for over 15 years, she has deep experience in strategic campaigns and a long-term, results-based operational approach.