Your business is only as good as your employees.
When you have a job opening and are looking for good candidates you usually think about your own needs, requirements, and your budget. Most businessmen fail to broaden their thought to understand what the potential candidates may be looking for. If you want to rope in the right candidates you should ensure that your recruiting process doesn’t scare or simply drive your potential employees away.
Here’s a guide to understanding them:
Candidates Hate Long Applications
Online applications have become very popular today and some applications are extremely tedious. When you put up applications like that, only those who are highly desperate will fill the application. Others won’t have the patience to do it and you will lose many great candidates as a result. That is the reason why you should first fill the application form yourself and see whether you are fed up. Check how long it takes you and whether there are any problems that arise out of nowhere.
Candidates Hate Overenthusiastic Job Descriptions
You will see a plethora of job descriptions that call for dynamic and enthusiastic individuals or for self-starters or for motivated individuals. That is not needed. You should instead put in the essentials and clearly mention your requirements. Don’t mention skills that are not required for that particular job. Provide only relevant information.
Candidates Hate Unresponsiveness
An automated reply to an online application is fine but after you call someone for an interview, silence is simply unacceptable. If your recruiters ignore candidates who have taken time out and come to see you, you should fire them. That is no way to treat anybody.
Candidates Hate Being Asked of their Current/Previous Salary
This is a sensitive topic and no one wants to divulge information. Businesses refuse to share their budget and expect candidates to be open about their salary and their expectations. Candidates really don’t like that. You can only expect them to share when you share at least a little information to begin with. You don’t need to panic about sharing information. Be clear about your budget so that only those who are comfortable with it will apply.
It is your job to be realistic. You can’t create a picture in your head and expect to find someone exactly like that. Think from the candidates’ point of view as well and make an informed decision. Don’t throw away great ones through negligence.
Recruiters don’t want to put up with incompetent candidates. Candidates don’t want to put up with recruiters or businesses that make them work too hard on the application and then end up ignoring them. They want to work with someone who is transparent, reliable, and realistic.