Creating a better candidate experience seems simple enough and creating an experience that continues to improve is even better.
Recruiters are often under tremendous pressure to recruit top candidates from hiring managers, organizational objectives, and the competitive landscape.
Below we discuss ten pitfalls recruiters can avoid to create a better recruitment process for all involved.
1. Posting Vague Job Descriptions
Posting a generic job position can ensure that a large pool of candidates applies.
What it doesn’t ensure is that the candidates’ skill sets will accurately align with the functions of the position.
A vague job description is a problem for both the hiring manager and candidate, as it effectively means that either someone’s time is wasted during screening and interviews, or a candidate will be hired for a position that doesn’t match their skills.
2. Not Engaging in Hiring Managers/Operations Team Leaders
There are functions of a human resources department that need to be sealed off from the rest of the company. For instance, compensation, firing, promotion, etc.
However, recruitment shouldn’t be as confidential. Recruiters should engage with hiring managers and operations leaders to build job descriptions and create recruitment processes that create an optimal candidate experience and hire the best talent available.
3. Creating a Time-Consuming Application Process
An extensive application process is perceived as a strategy for recruiting only the most serious and interested candidates. Is it though?
Front loading information gathering into the online application process will get you just that – people who are good at sitting at the computer and applying for jobs.
What it doesn’t confirm is if the human behind that computer is the person best suited for the position you’re filling.
4. Having an unprepared interviewer
An unprepared interviewer can send a “disturbing signal” to the candidate, leaving them turned off by the experience and the brand.
Recruiters should conduct prep meetings, provide sample questions, and confirm interviewers are aware of the entire process and desired results before an interview is conducted.
5. Failing to Stay in Contact for Future Opportunities
Failing to engage a quality candidate who was not given an offer is an enormous waste of resources.
Sometimes great candidates don’t receive offers simply because there was a better-suited candidate for the position.
If there is mutual interest, there should be a process in place to remain in contact with them for either future opportunities or current openings they may fit into.
6. Not Soliciting Candidate Feedback
There is always room for improvement.
Giving candidates an opportunity to provide feedback on the recruitment process gives recruiters some valuable insights which could help improve the process you currently have in place.
This article was originally published here.