During the recruitment process, most businesses conduct various checks to ensure they hire the right candidate for the job.
These checks are designed to verify their qualifications, assess skills, and safeguard the business from potential risks. Additionally, most recruiters will also perform legal verifications, including right to work in the UK and a criminal history check.
But, candidates are also in a position to perform some checks on the company they apply with. Just as the business is looking to protect itself and guarantee a good match, the candidate approaches checks with a similar mindset. So, if you are struggling to hire talent, it is worth noting that this could be linked to the candidate checks. Indeed, if a candidate finds that your business doesn’t meet their expectations, they may decide to decline an offer or not carry on with the rest of the interview process.
Job specs
Job specifications are essential in attracting the right candidates. However, crafting high performing and compelling job specs is a difficult task. A poorly written job description can put applicants off even before they get through the first interview stage.
What are the signs of a problematic job description? There are no clear rules as to what makes job specs ineffective. However, several common traits can help define a counterproductive and biased trap into which many businesses fall:
- Non-inclusive job titles: chairman
- Unclear, meaningless titles: guru, ninja
- No gender-neutral pronouns
- Biased language using typical masculine or feminine traits
- Presenting a toxic work culture
- Etc.
Your application process
Job applicants value their time as much as you do. As such, they hate it when they encounter a complex and time-consuming application process. This could be a major turnoff for talent.
What makes your application process uninviting? Ultimately, people want to work for a company that values their time and efforts. Therefore, if your application process includes duplicated steps, such as uploading the CV and then writing down their work history, people are likely to pass. Furthermore, when applicants need to create an additional profile on another platform to be able to apply, they may stick to the LinkedIn realm of jobs.
Your office space
If you invite people to your office, you want to ensure it is in tip-top condition to attract new talent. An inviting office space prioritises factors such as adequate furniture, natural lighting, collaborative areas, and an overall pleasant decor. It is worth upgrading your furniture before embarking on the recruitment process. Experts such as Waterfront Waterhouse can help you design an effective and convivial work area with quality furniture.
Your interview practices
Job interviews are tough. But many employers are not trained to conduct effective interviews. This can drive potential candidates away. While some of the most common examples of poor interview practices include discriminatory questions and lack of engagement, in reality, there’s more to bad interviews than meets the eye:
- The interviewer is unprepared
- The interviewer asks generic case questions without providing sufficient context
- There are multiple interviewers but they don’t follow a common structure
- The questions don’t allow the interviewee to showcase their skills
Candidates, like companies, prioritise certain factors when making decisions about job opportunities. A candidate’s decision to join a business is a two-way street. Therefore, addressing their needs will contribute to a long-term partnership.
Did we overlook any important details? Please share any research you conducted on employers in the comments section.
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