The recruitment process, regardless of the industry, is tiring and stressful, so many candidates simply don’t like going through it. In addition, everything is made more difficult by recruiters who are not always properly prepared or behave in the wrong way. What do potential employees dislike most about recruitment and what alienates them from the company?
The person of the recruiter plays the biggest role in the whole process. If the recruiter has high interpersonal skills and can create a positive relationship with the candidate, even in a rejection situation, the latter will be inclined to look favorably on the company. Conversely, a tactless and rude recruiter can discourage a promising candidate, and seriously damage the image of the company as a whole.
A rude recruiter also exacerbates a potential employee’s stress, so that he or she may have trouble giving meaningful answers or completing required tests.
Questions about private life, issues of faith, sexual orientation or family plans – no candidate likes to answer them. They make a potential employee feel uncomfortable, and show a lack of professionalism on the part of the recruiter.
Sensitive and private matters should not be something that interests a prospective employer. So if these types of questions arise in the recruitment process, it is a red flag for any candidate.
A recruitment process consisting of endless stages – interviews, phone calls, tests – is something that can effectively scare off many a candidate. As an employer, you need to understand that people applying for a position in your company are either unemployed or working elsewhere. In the first case, they are anxious to start a new job as soon as possible. In the second case, on the other hand, candidates cannot afford to leave work all the time to take part in the next stages of recruitment.
It also reflects badly on the company when a candidate has to wait a long time for an appointment. A recruiter cannot demand punctuality if he himself does not present it. Such a dismissive approach to a potential employee already at the start says a lot about what attitude the company has to its personnel.
A room that is too small or noisy, an uncomfortable chair, a meeting in a public place – these are other factors that only make candidates more stressed. During an interview, the recruiter has a responsibility to ensure that the conditions are right, where the potential employee feels comfortable and is not distracted by anything.
The recruiter promises to contact the candidate in a few days, but never calls or writes again? What’s more, the contact breaks off completely, and the vacancy itself ceases to be available? Ghosting in the recruitment process is the result of poor HR management. Recruiters often fail to understand the importance of maintaining a positive relationship with every candidate, including rejected ones. This approach helps build a positive image of the company and leaves the possibility of using the contacts collected for the next recruitment. Not keeping your word and ignoring a candidate is unprofessional and shows a lack of respect for him and his time, especially when the recruitment process was long and difficult.
Of course, these are not all the reasons why most of us dislike going through the recruitment process, but certainly the ones that discourage and annoy us the most.
main photo: unsplash.com/Amy Hirschi