Hiring and Retention: 4 Things That Could Repel Potential Applicants * Incedo Group

Hiring and Retention: 4 Things That Could Repel Potential Applicants

Acquiring top-caliber talent is difficult these days, with competing companies engaging in literal fights just to get the cream of the crop.

Every recruiting manager knows that one of the key issues in hiring and retention is the proper handling and delivery of the hiring process. Conducting an effective hiring procedure is not as simple as gathering potential applicants for an interview and weeding out the weak ones. While people in the business who know the nitty-gritty of your hiring procedure may feel that your application process is relatively simple, it can still be a lot more complicated for the applicant, who deals with only the front end of the process.

Hiring and retention experts know that when the hiring process becomes too complicated or tough for the job seeker, there is a tendency for applicants to just give up and discontinue their application.

Here are the top 4 things that could repel potential applicants:

1. Lost resume – This is the most common mistake, and yet a lot of companies still commits it. A potential applicant sends in their resume, and when the interview comes, nobody seems to be able to locate the file. Job seekers might not express their dissatisfaction, but it is frustrating for them to experience such hassles during the application period.

Recruitment managers all agree that a reputable company should at least have a reliable file management system. If you encounter this problem often, consider devoting some attention to this minute but crucial step in the process.

2. A very long application process – Potential applicants can easily become discouraged if they find out that the application process involves several steps that could take forever to finish. Though you might want to really screen your applicants to ensure that you give job offers only to people who deserve it, it is not advisable to make the process long and complicated, as it will not only discourage potential applicants, it could also give unnecessary difficulties to your HR department. Experienced headhunters agree that the whole process shouldn’t take more than two interviews, with the exception being very senior level positions.

3. Inaccurate job ads – Job advertisements should be carefully worded. You wouldn’t want to post ads that would attract the wrong type of applicants, right? This leads to confusing situations, wherein an applicant shows up for a position that he’s not qualified for, or even remotely interested. As a general rule, vague job descriptions should be avoided. Your ads should be clear and concise, with all requirements and job tasks clearly stated.

4. Applicants don’t know anything about your company – This is a frequent issue in terms of hiring and retention. Good applicants usually study a company’s background before they trudge through the office with their resume. However, if the company information available online is too broad or doesn’t tell anything about your employees, people might walk into your office without even the slightest idea of what your business is all about.