This is a guest post I was sent by Brenda Berg. When she sent it over I thought “do recruiters really need to be told why they are annoying candidates”? And in short, Brenda said yes you do!! If you don’t know how you’re putting them off, then you can’t fix the issues and increase the applications you receive. Here are the most annoying things recruiters do, and how you can avoid them.
Not doing your research
This can be not really understanding the candidate’s current job role, or even just mispronouncing their name. If you’ve not done your research, you’re showing the candidate that you’re just not that bothered about them. Why should they take the job in that case?
Make sure you fully understand the candidate’s current role, and experience, before you reach out to them. Even just looking up how to pronounce their name can go a long way.
Calling candidates at work
When you call a candidate during office hours, you’re putting them in a difficult position. They don’t want to ignore your call, as they don’t want to lose the opportunity you’re offering. However, they also don’t want to answer, as they don’t want to waste time in their current role by doing so.
Instead, you’re going to need to call at a time that suits them. That could be early morning, or at the end of the work day. You could also email or communicate another way instead.
Wasting a candidate’s time
You need to put that candidate through their paces, but that means putting them through various tests. At the end of it all, they may not even be suitable for you. They can come away frustrated that you’ve wasted their time.
Be upfront with them. For example, Sinead Fallon, a recruiter from Academized describes their hiring procedure: ‘Each participant receives a writing task to complete within 24 hours. If the task is completed correctly – there will come the final grammar/composition exam. If s/he meets all the requirements, that candidate is being hired for a 90-day probation.’ Because they’re clear about what’s required of them, the candidates feel as though doing these tasks is worth their time.
Using terrible application forms
Application forms are annoying by default, as what the candidate is made to enter on it can just as easily be found on their CV or resume. However, it’s even worse when the form is formatted badly or hard to fill in. When the boxes don’t expand to fit full answers, of dotted lines get messed up by candidates trying to write on them, it’s frustrating at best.
You can do away with forms altogether by asking for well-written CVs and covering letters, If you must use forms, make sure that you’re asking questions that can’t be answered by a CV. Get a designer to create an easy to use form, too.
Not giving feedback
Not every candidate will be successful, and they know that. However, they will be grateful if you can at least tell them why they weren’t. Many recruiters, though, never tell candidates why they didn’t fit the role or even tell them the role’s been filled at all.
Make sure you’re sending out feedback. The candidate will appreciate you taking the time to do so. They may not be right for this role, but you might have another one later on that you’ll want them for. Taking the time to give feedback means they’re more likely to apply again.
As you can see, it won’t take much to fix the habits that really annoy candidates. Adopt these changes, and you can be sure you’ll find the right recruit, every time.
Brenda Berg is a professional with over 15 years experience in business management, marketing and entrepreneurship. Consultant and tutor for college students and entrepreneurs. Blogger and freelance writer at UK dissertation. She believes that constant learning is the only way to success. Self-motivated results driven individual who is encouraged to travel.
