How to lose a candidate in 10 days

In today's competitive job market, companies are not only competing for customers, but also for top talent. Creating a positive candidate experience is crucial for attracting and retaining the best candidates. Unfortunately, many companies fail to prioritize this aspect of the hiring process, leading to negative consequences for both the candidates and the company.

On the other hand, when companies prioritize candidate experience, it can have a positive impact on the candidate as well as the company. Candidates who have a positive experience are more likely to accept a job offer, refer others to the company, and remain loyal to the company in the long run. Additionally, a strong candidate experience can enhance the company's reputation, making it more attractive to top talent.

In this article, we will discuss the most common mistakes in hiring that may lead of withdrawn offers or applications, no-shows on first working days or even a bad company reputation.

Long Delays

Despite layoffs and hiring freezes, the job market remains highly competitive, and there is a shortage of qualified workers. Even if your company has a great culture, promising vision, and ample growth opportunities, candidates may not be willing to wait two weeks to move from one interview stage to another.

A common hiring mistake is waiting until all candidates have reached the same stage before moving them forward. Although this may seem like a logical approach to keeping the hiring process structured and organized, it can result in the loss of candidates, as competitors may be faster in the process.

In the IT industry, it is standard practice to provide candidates with feedback within 48 hours and proceed to the next stage within 3-5 working days. Long delays due to tight schedules or interviewer vacations significantly increase the risk of losing candidates.

However, if circumstances beyond your control lead to such delays, make sure to stay engaged with your candidates by providing regular updates, personalized messages, and conveying that you are looking forward to the next interview with them.

Put them on the Spot

Experiences are shaped by emotions.

Interviews can be very intermediating for both Juniors and Seniors. Each interviewer has two jobs during each interview: to assess the candidates abilities and win the candidate for the job and your company.

Putting candidates on the spot with tricky questions or making them feel uncomfortable is not a good approach to getting to know them. Instead, make sure to provide a comfortable and welcoming environment, ask open-ended questions, and focus on the candidate's strengths and potential.

Do not Follow Up

The time between the interview and the feedback about their performance and the next steps can be very frustrating for candidates. Especially if they are emotionally invested.

The easiest way to lose your candidates is not following up with them. The more you engage with your candidates, the stronger the bond will be between your organization and them. This makes it more likely that they will start and remain with your company.

It's important to follow up with candidates after an interview, even if they are not selected for the position. Candidates appreciate the closure and feedback. Moreover, it’s a great opportunity to build relationships with them and keep them in the company's talent pool.

No Briefings or Debriefs

Never underestimate the power of briefings and debriefs.

Briefing your candidates properly about the upcoming hiring stages, the focus of the interview, the agenda, and advising them on what you are looking for will help your candidates to perform at their best. Moreover, the support and guidance that you provide throughout the process will contribute to a stronger relationship between you and your candidate, as they can fully trust on you.

What distinguishes a good candidate experience, from an outstanding experience is having debriefs after the interviews. During those 10-15 minutes check ins you can put your candidate on ease if they have been nervous, see how reflected they are about themselves, and also check if they are any remaining concerns, or unknowns they may have on their side.

Offer Below Expectations

Underpaying your candidates may seem like a good way to save money, but it can have serious consequences, such as the loss of top talent or a bad reputation in the industry.

Nothing is more frustrating than finally achieving the offer stage and then receiving an offer that does not fit the expectations that have been set at the beginning of the conversation.

Make sure to offer a competitive salary and benefits package, and communicate the value of the position and the company culture.

If the expected salary is higher than the budget, it is important to give the feedback straight away and set the expectations right. The offered package does not have to be disclosed in the first interview rounds, but the candidates would know to expect negotiations at the end of the process and come prepared.

Last Words

In conclusion, if you want to hire and keep your candidates into your organization, you will need to become a team from day one. This means valuing and treating them as human beings with respect and empathy, and fostering a culture of collaboration and trust.

One way to achieve this is to regularly check in and engage with them, and provide guidance and support throughout the process.

By investing time into briefings and debriefs, you not only increase the likelihood of hiring and retaining top talent, but also enhance overall relationship with the candidates and their emotional investment into your organization.

So, remember: by treating your candidates as potential colleagues and fostering a culture of teamwork, you can create a workplace where everyone thrives. Don't miss out on the opportunity to build a strong, successful team that can achieve great things together.