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Repelling Top Talent? Five Mistakes That Could Be Pushing Good Candidates Away
Picture this… You’ve worked hard to find some great candidates for the important role you have in your organisation, they all match the specification and person fit and they have all attended the first interview. The hiring manager likes them all but decides to invite three back in an effort to get to a hiring decision.
You pick up the phone in order to tie up dates and, somewhat surprisingly, two pull out (including the best fit) and now you’re left with one. Sound familiar?
We’ve worked with thousands of businesses and candidates across the country and have a unique understanding of what both parties at the table want to achieve. A placement is a two-way street and failing to meet the needs of candidates can result in them becoming disinterested from the get-go.
With that in mind, here are five common mistakes that could be pushing talented candidates away.
This can lead to a mismatch between what you’re offering and what they’re looking for, or unmet expectations from the outset. If you have approached these candidates who were passive about moving to start with then you must sell the opportunity to the candidate at the first interview stage. This may sound a little bit strange to you – why wouldn’t they want to work for your company in the first place as you have a great brand? The answer is quite simple, you approached them!
At the first interview stage make them feel special and wanted but let them know that should they progress then they would be expected to present to you at the second interview as to why you should hire them.
What are their career aspirations, what can you offer their development and how can this role help them to reach these goals? This will get them interested in the strength of your offering but also add gravitas to the process when they present at the interview.
Secondly, the lack of upfront preparation along with poor initial contact on the day of the interview sets a tone which can last. Make sure the receptionist is expecting your candidate on the day and have any inductions planned along with visitor badges. If you are organised it demonstrates mutual respect and that you’ve taken the process (and them) seriously.
Thirdly, always make sure expectations are clearly laid out at the end of the interview. When will you be in touch with them to offer feedback? Who will do that? Should they progress to the next stage, when can they expect the second interview to take place? Sharing this information upfront will give the candidate a good idea of what to expect from you and when.
Fourthly, have the interview prepared in terms of both the questions themselves and who is asking them. The process should be smooth and organised, as this makes the candidate feel more comfortable instead of rushed or awkward. To plan out your interview, you should:
If you do this then it will enable you to be in control of the process while also giving candidates an opportunity to talk through their skills, experience and expertise.
Don’t test them at stage one and don’t talk about salary expectations (unless the candidate raises them first). Keep focused on the job and the fit and leave the testing to the second stage when it’s far more appropriate and cost-effective. The salary conversation needs to happen at the qualification stage way before the first interview and then again at stage two. Your recruitment consultant should do this for you.
By avoiding these pitfalls you can create an engaging process for the candidate which will keep them interested and enthused about the opportunity to work with you.
If you are tired of the same old recruitment methods, we’re here to help. The Staffing Experts are an end-to-end recruitment consultancy specialising in placing talent with businesses of all sizes. Get in touch today and let us know how we can help you find the best fit for your organisation.