Biggest Pet Peeves Candidates Have About Recruiting

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As recruiters, we often think about the things that we wish candidates would or wouldn’t do in order to facilitate our jobs. But today we’re going to be a little more empathic and try to see the other side of the coin. When we see a problem from another perspective than our own, we might find other completely different ways to fix them. These are some of the pet peeves that candidates have about recruiters or the recruitment process in general:

1. Outdated Job Posts: When a candidate is browsing through any job search engine, they sometimes come across a post that captures their attention and decide to apply to it, only to later find out that the position had already been filled, but the employer forgot or neglected to take down the job ad.

This type of situation can be quite frustrating for a number or reasons. First, the candidate took the time to fill out all the requirements that were necessary to apply for the job. Second, they probably got their hopes up because they really liked that opportunity. Third, you’re giving that candidate the impression that your company is a bit sloppy and disorganized for not removing the post once it was filled; which can only affect your employer branding.

2. Overly Complicated Application Processes: We’ve talked about the importance of having a simplified application process before, but it bears repeating. Whether you’re after active or passive candidates, the application process should always be simple and as streamlined as possible. When faced with an application that they feel is too long or complicated, more than half of your prospective candidates will just move on to another job ad without even giving it a second thought. Nobody has time to fill an endless list of forms just to apply for a job. In these cases, the best thing to do is just ask for the most basic and crucial information about the candidate (e.g. their personal info, past experiences, and level of education) and put the rest on hold for later on in the process.

3. Uncertainty During the Recruitment Process: If there’s something that really drives a candidate up a tree is not knowing what is going on with their application. Most companies will send an automated reply to any candidate that submits their résumé for a job opening telling them that they will be notified in due time if they have been selected to move on along in the hiring process. But the most common scenario here is that this will be the first and only time candidates will be contacted. And even if the employer does reach out and the candidates moves on to the interview round, which is often the last one, it usually happens that employers don’t have the decency to tell the rest of the candidates that they have not been selected.

Dealing with rejection is not always easy, but being uncertain about it is much worse. Your candidates deserve to know what is going on with their applications. Be honest and clear with them. You should always explain how the recruitment process is going to pan out and always be direct with those candidates that didn’t make the cut. It shows that you care when you take the time to address your rejects.

When we stop for a second and put ourselves in another person’s shoes, we become better professionals. Empathy is a key skill for any recruiter. Showing we care about our candidates will not only make us and the company we represent look better, but it will also make our job easier, more productive, and better organized.