As an employer, of course you look for red flags as you interview job candidates. You wouldn’t be doing due diligence otherwise.
But remember: it’s a two-way street.
Just as you’re evaluating potential new hires, they’re also scrutinizing your company … going over details with a fine-tooth comb as they decide whether or not they want to work for you. Here are some of their most common red flags:
Prepare to answer all the questions posed by candidates, including those pertaining to your company culture. Research continues to reinforce the importance of the right employer/employee cultural match. In one study, 46 percent of job seekers said company culture was a key factor in their employment decision-making, and 15 percent said they had declined an offer due to culture-related concerns.
There are myriad aspects of effective candidate communication, but for starters, keep job seekers constantly in the loop as they either progress through your hiring process or are eliminated from consideration. This is especially important if there are delays in scheduling interviews or otherwise progressing from step to step.
On the other hand, overly excessive communication is also a faux pas. It may give candidates the perception that you don’t have a sense of boundaries and could likewise make unreasonable demands on them once hired. So, know when to say when.
Before a candidate even applies at your company, chances are good they will peruse your company website. Don’t let their application plans become a non-starter by having an unprofessional, poorly designed, outdated, or user-unfriendly site.
A Poor Candidate Experience
There are lots of considerations here, too – from a disorganized or messy interview or onboarding process to disengaged or downright unprofessional interviewers or even lack of an employee handbook, should a candidate inquire about it. Treat potential hires like the high-priority customers they are. Roll out the red carpet and leave them with a sterling impression of your company, so they not only want to work there themselves, but also spread the word to their own colleagues and contacts.
There’s no room for poor reviews about your company, on or offline, when your goal is to attract top talent. If despite your best efforts, something negative is published, address it immediately and professionally, with clear information focused on continuous improvement.
A Cumbersome Application Process
Make sure your application process is efficient, from a candidate’s very first click on your website through their early days onboarding and getting started on the job. Don’t make things harder or more complicated than they have to be. For instance, while it may be necessary to go through additional rounds of interviews, keep things reasonable. And, getting back to effective communication, let candidates know exactly what to expect, and when.
Do any or all of the above issues strike a chord when you consider what candidates think about your company? PrideStaff Modesto can help. Reach out to us today for more information.