Destroying an employer brand by recruiting. Lets be honest, it is easy and can happen by accident. Not answering, keeping candidates in the dark, heavy online application forms, etc. Below I will go over a few points that I have noticed which can be extremely bad for a company’s brand and discouraging top talent from finishing the application process.
1. Heavy Application Process
Having a heavy online form that your applicants need to fill will cut down on the amount of applicants you get dramatically. Also, having too many interviews and too many external people involved will make the candidates lose interest and be more open to other offers. Sometimes a long application process paints a very bad picture of the company.
2. Long Decision Making Time
Taking too long to make any sort of decision is bad as well; if you take ages in making a decision about a specific candidate, you should be prepared to get a “no” as an answer to your offer, or for them having taken another offer already.
3. Mismatch Between Requirements and Salary
The old classic. High requirements from the person you are looking for and then not willing to pay for the quality. Some companies have unreasonably high requirements for their hires, and will end up losing valuable time because recruitment takes so long in these cases, if they happen at all.
4. Poor Market Knowledge
This goes well with what is mentioned above. Not having a proper idea of the talent market for a certain location and skill set can make you just waste time endlessly, when it would be more effective to lower the standards ,and then train the person to the level they are needed. This would make the person be more engaged with the company, which ends up benefiting both parties.
5. Keeping Candidates in the Dark
Having no communication throughout the application process except for calling for an interview is the worst possible thing you can do. You have to keep in mind that they can potentially be a future client if they are not selected for the position. If they have a bad recruitment experience they will think twice about purchasing from you. They will for sure tell others about how you treated them, and a bad tone in word-of-mouth communication is hurtful for any brand. Keep communication channels open with the candidates to avoid this. Let them know where you are in the process and where they are.
6. Keeping the Position Open for Too Long
If you are recruiting multiple people to similar positions, make sure it is clearly said somewhere. Otherwise it seems that you might be trying to fill the same position for a year, and you will run out of applicants. This will raise eyebrows also in the industry, especially if you’re really pushing it through different channels. Possible candidates will think twice before applying, and ask themselves why the same position has been open for so long. There must be something wrong with the position or company if they cannot find anyone.
Suggestions
Plan recruitment carefully and allocate the needed resources to it. If you don’t have the resources to allocate maybe it makes sense to outsource it so you don’t potentially damage your company’s brand, while at the same time making the recruitment faster by tapping into the established network of recruiters.
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Destroying an employer brand by recruiting. Lets be honest, it is easy and can happen by accident. Not answering, keeping candidates in the dark, heavy online application forms, etc. Below I will go over a few points that I have noticed which can be extremely bad for a company’s brand and discouraging top talent from finishing the application process.
1. Heavy Application Process
Having a heavy online form that your applicants need to fill will cut down on the amount of applicants you get dramatically. Also, having too many interviews and too many external people involved will make the candidates lose interest and be more open to other offers. Sometimes a long application process paints a very bad picture of the company.
2. Long Decision Making Time
Taking too long to make any sort of decision is bad as well; if you take ages in making a decision about a specific candidate, you should be prepared to get a “no” as an answer to your offer, or for them having taken another offer already.
3. Mismatch Between Requirements and Salary
The old classic. High requirements from the person you are looking for and then not willing to pay for the quality. Some companies have unreasonably high requirements for their hires, and will end up losing valuable time because recruitment takes so long in these cases, if they happen at all.
4. Poor Market Knowledge
This goes well with what is mentioned above. Not having a proper idea of the talent market for a certain location and skill set can make you just waste time endlessly, when it would be more effective to lower the standards ,and then train the person to the level they are needed. This would make the person be more engaged with the company, which ends up benefiting both parties.
5. Keeping Candidates in the Dark
Having no communication throughout the application process except for calling for an interview is the worst possible thing you can do. You have to keep in mind that they can potentially be a future client if they are not selected for the position. If they have a bad recruitment experience they will think twice about purchasing from you. They will for sure tell others about how you treated them, and a bad tone in word-of-mouth communication is hurtful for any brand. Keep communication channels open with the candidates to avoid this. Let them know where you are in the process and where they are.
6. Keeping the Position Open for Too Long
If you are recruiting multiple people to similar positions, make sure it is clearly said somewhere. Otherwise it seems that you might be trying to fill the same position for a year, and you will run out of applicants. This will raise eyebrows also in the industry, especially if you’re really pushing it through different channels. Possible candidates will think twice before applying, and ask themselves why the same position has been open for so long. There must be something wrong with the position or company if they cannot find anyone.
Suggestions
Plan recruitment carefully and allocate the needed resources to it. If you don’t have the resources to allocate maybe it makes sense to outsource it so you don’t potentially damage your company’s brand, while at the same time making the recruitment faster by tapping into the established network of recruiters.
Download our service offer to see how we can boost and leverage your employer brand.
Destroying an employer brand by recruiting. Lets be honest, it is easy and can happen by accident. Not answering, keeping candidates in the dark, heavy online application forms, etc. Below I will go over a few points that I have noticed which can be extremely bad for a company’s brand and discouraging top talent from finishing the application process.
1. Heavy Application Process
Having a heavy online form that your applicants need to fill will cut down on the amount of applicants you get dramatically. Also, having too many interviews and too many external people involved will make the candidates lose interest and be more open to other offers. Sometimes a long application process paints a very bad picture of the company.
2. Long Decision Making Time
Taking too long to make any sort of decision is bad as well; if you take ages in making a decision about a specific candidate, you should be prepared to get a “no” as an answer to your offer, or for them having taken another offer already.
3. Mismatch Between Requirements and Salary
The old classic. High requirements from the person you are looking for and then not willing to pay for the quality. Some companies have unreasonably high requirements for their hires, and will end up losing valuable time because recruitment takes so long in these cases, if they happen at all.
4. Poor Market Knowledge
This goes well with what is mentioned above. Not having a proper idea of the talent market for a certain location and skill set can make you just waste time endlessly, when it would be more effective to lower the standards ,and then train the person to the level they are needed. This would make the person be more engaged with the company, which ends up benefiting both parties.
5. Keeping Candidates in the Dark
Having no communication throughout the application process except for calling for an interview is the worst possible thing you can do. You have to keep in mind that they can potentially be a future client if they are not selected for the position. If they have a bad recruitment experience they will think twice about purchasing from you. They will for sure tell others about how you treated them, and a bad tone in word-of-mouth communication is hurtful for any brand. Keep communication channels open with the candidates to avoid this. Let them know where you are in the process and where they are.
6. Keeping the Position Open for Too Long
If you are recruiting multiple people to similar positions, make sure it is clearly said somewhere. Otherwise it seems that you might be trying to fill the same position for a year, and you will run out of applicants. This will raise eyebrows also in the industry, especially if you’re really pushing it through different channels. Possible candidates will think twice before applying, and ask themselves why the same position has been open for so long. There must be something wrong with the position or company if they cannot find anyone.
Suggestions
Plan recruitment carefully and allocate the needed resources to it. If you don’t have the resources to allocate maybe it makes sense to outsource it so you don’t potentially damage your company’s brand, while at the same time making the recruitment faster by tapping into the established network of recruiters.
Download our service offer to see how we can boost and leverage your employer brand.