Top 7 Deal-Breakers for Applying to or Accepting Jobs
In a job market that’s more competitive than ever, finding a top talent entails taking every possible step to ensure that you do not drive your potential rockstar away. Every time, you must bring your A-game and go about the recruiting process smartly to avoid any mishaps.
To help you improve your recruiting strategy, we will be discussing the seven top deal-breakers according to the survey conducted by the Harris Poll in this article.
Let’s take a deeper look into why most applicants turn down a job offer.
Inappropriate interview questions
Women were more likely to be posed with inappropriate questions at the interview than men (56 percent vs. 50 percent). As a recruiter, you must refrain from asking questions that may be too personal or offensive to the candidate. For instance, it is illegal to inquire about the candidate’s marital status, religion, ethnicity, or desire to have children. Keeping the interview environment friendly and the discussions healthy is key to making the interviewee feel comfortable.
Unrealistic job or skill requirements
Set reasonable requirements when posting an advertisement for a vacancy. If candidates see that the job requirements are either too high or unrealistic, 51 percent of them are more likely to turn down an offer or not attempt to apply at all. To set reasonable expectations for your potential employees, you must talk to your current employees and post the job advertisement according to realistic skill set expectations for the role.
Misrepresenting job duties
Honesty and factuality are crucial during the job posting. It would be best to become as transparent about the job responsibilities as possible. If you end up deviating from the actual duties in the job ad and refusing to discuss them further in the interview, you’re likely to turn away about 50 percent of your potential employees.
Aggressive behavior from recruiters or hiring managers
While you must be friendly during interviews, demanding the candidates to say yes right away or chasing them after the discussion may be seen as aggressive behavior for hiring managers. This will likely scare 49 percent of potential employees away. It is best to give them enough time and space to think about the decision.
Unresponsive to questions about open positions
As voiced by 38 percent of candidates who answered the Harris Poll survey, ignoring emails and questions hinders them from applying to an open position. Therefore, they are very unlikely to apply for a job where they did not receive a response from the recruiter. Therefore, if you want to fill a vacant job as soon as possible, you must always see to it that you respond to queries related to open positions.
Poor follow-up by recruiters or hiring managers
According to 37 percent of those surveyed, candidates are unlikely to accept a role if recruiters or hiring managers fail to contact the candidate post-interview. Hence, as soon as you come up with a decision, make it a priority to reach out to candidates, so they will not feel neglected.
No face-to-face contact during the hiring process
As convenient as phone interviews are, they may not be a good option if you want to hire and assess the suitability of candidates for the role. Three out of ten candidates reported that they prefer to have a face-to-face interview with the hiring manager.
We at Agile Workplace Staffing (WPS) believe that if you are looking to hire talents that would be a great fit for your company, you must avoid making these seven mistakes. Agile WPS can help you work your way through these pitfalls by fulfilling the staffing needs.
Get in touch with us today, so we can start our partnership in finding the top candidates for your company.