4 Hiring and Recruitment Mistakes That Can Harm Your Employer Branding
When recruiting talent, do you check out candidates’ social footprints? According to a survey by The Manifest, 90% of employers do. You can learn a lot about applicants by checking out their LinkedIn, Facebook, and Instagram accounts. But always remember that the reverse is true: They can also learn a lot about your company. And what they discover may change their “yes” to a “no” if you offer them a job.
This reality reveals the importance of the candidate’s experience in the recruitment process. Applicants who feel valued are less likely to leave negative reviews or digitally badmouth your company. This results in a better reputation for you as an employer — and an increased chance of attracting high performers.
So, how can you optimize the candidate journey and strengthen your employer branding? Start by making sure you don’t make these four common recruiting mistakes:
Recruitment Mistake #1: Ghosting Job Candidates
No one likes being ghosted, yet job candidates are left hanging at all stages of the hiring process. For example, many companies stop updating candidates who don’t make it to the next level of the interview process. This leaves the candidates at a disadvantage because they’re still determining if they’re still in consideration for the role.
As you can imagine, candidates don’t like being ghosted. So a candidate may talk about their experience on social media or tell other job seekers not to apply. Over time, negative reviews on platforms like Glassdoor and Indeed add up. If you acquire a good reputation, it’ll help your chances of attracting top talent. Candidates might only apply if they think you will get back to them.
A simple way to avoid ghosting job candidates is to map out applicants’ typical journeys and look for communication gaps. Then, add touchpoints so candidates aren’t kept in the dark when you work with them. Sure, it can be challenging for job seekers to hear that they’re no longer in the running, but it’s better than making them wait and wonder for weeks.
RecruitmentMistake #2: Undercutting Offers
Too often, companies string candidates along when their compensation expectations need to be aligned. For instance, a candidate may ask for an $80,000 annual salary upfront on a job application. The company has no intention of going beyond $70,000, but it still makes them go through the whole hiring process anyway. When the employer finally presents the offer, it feels like an insult to the candidate.
Job hunters spend their time looking for the right fit. Then, they expect those figures to be taken at face value when they state their compensation needs. You’ll quickly become known as a “cheap” employer if you keep undercutting offers and leading on candidates. It’s a branding disaster waiting to happen.
Solving this problem is simple: Be honest about what you can offer from the get-go. This allows the candidate to decide whether or not they want to proceed, ultimately saving you both time. You can provide a range and still negotiate at the offer stage; don’t surprise people with a number they won’t accept.
Recruitment Mistake #3: Bringing in Personal Biases
It can be challenging to let go of biases when evaluating candidates. Nevertheless, it’s important not to make assumptions based on anything besides factual data. If you pass over a candidate whose work history resembles an employee you didn’t like, you might miss out on a great hire.
Personal biases can be hard to identify. But if you aren’t self-aware, your company can get a reputation for having an unfair recruitment process. Top talent may start avoiding your brand or turning down job offers as word gets around. Plus, depending upon the severity of bias, you may even run afoul of employment laws or regulations.
Consider bringing a partner in to help you address personal bias. Many consultants can assist you in coming up with unbiased, impartial ways to evaluate applicants with integrity.
RecruitmentMistake #4: Having an Unclear Interview Process
Is your hiring process inconsistent? Offering up a patchwork of candidate experiences makes it hard for applicants to know what will happen next. Additionally, failing to have a system makes everything harder on you and other recruiters or hiring managers.
When candidates get frustrated by inconsistent timelines and unclear next steps, they may withdraw or become disengaged. This means they’re not likely to apply for any other roles within your company or recommend or refer your organization to colleagues, friends, and family.
You want people to refer your company to other candidates. The best way to ensure this is to develop a formal hiring process. When the experience is the same for every candidate, they can be confident in you as an employer.
Why is the candidate’s experience important? Because people are evaluating your company during the hiring process. If you want to develop a good reputation and snag top talent, you’ll need to pay attention to the quality of your candidate journey.
These are only a few of the biggest mistakes recruiters make, but there are many more that could hurt your employer brand. If you want to ensure that your brand stays positive, you also need to hire the right recruiters. Check out our OnDemand recruiters!
Marti Willett is the president of Digital Marketing Recruiters.