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These 7 Deal Breakers Could Be Costing You Candidates

These 7 Deal Breakers Could Be Costing You Candidates

Modern-day candidates have different priorities than even just a few years ago. And when a hiring process is less than ideal, they aren’t settling. Top talent will wait for an opportunity that matches their wish list and a hiring process that demonstrates they would be a valued team member. “Each touchpoint in the recruitment process vitally matters to job seekers,” explains Richard Wahlquist, ASA President and CEO. During challenging economic times, companies cannot afford to miss important details that prevent candidates from applying to their jobs or accepting job offers. Here are seven deal breakers that could prevent candidates from accepting job offers.

Inappropriate Interview Questions

Over half (53%) of U.S. people say that inappropriate interview questions would deter them from accepting a job offer from a company. These inappropriate questions can range from flat-out illegal to simply distasteful. So, what questions should you ask? Here are a few of our recent favorites.

Unrealistic Job Or Skill Requirements

51% of candidates simply won’t apply to a job that lists unrealistic job or skill requirements in the description. Consider dialing it back on your job description to cast the widest net possible for diverse and qualified candidates. You can always narrow down necessary skills later on in the job process.

Misrepresenting Job Duties

Similar to unrealistic requirements, candidates tend to feel tricked if the job turns out to be a complete 180 from what they first applied to. In fact, 50% of candidates won’t accept a job offer if they feel the duties have been misrepresented. So, even when simplifying your job description, be sure to keep it honest and in line with the actual job. (If you’re looking for more job description advice, check out what makes a great job description here.)

Aggressive Behavior Of Recruiter Or Hiring Manager

They say distance makes the heart grow fonder, and in the case of candidate pursuit, that certainly seems to be the case. 49% of top talent doesn’t want to be aggressively pursued or given unrealistic ultimatums. Instead, they value a recruiter or hiring manager who prioritizes their needs during a hiring process.

Not Responding To Questions About Open Positions

Job applications are a significant time investment for candidates. And for 38% of candidates, it’s a deal-breaker if questions go unanswered. If they reach out with questions during the application process, it leaves a lasting impact if they get an immediate and direct answer. Similarly, during the interview process, great candidates will come prepared with a list of important questions. They will value interviewers who take the time to answer thoughtfully.

Poor Follow-Up By Recruiting Or Hiring Manager

We’ve all heard horror stories from both sides of the desk regarding ghosting during the hiring process. 37% of candidates will be turned away from a job if the communication process is lacking. Be sure to layout clear next steps and follow through with timelines throughout the entire hiring process. (Yes, even if you’re turning a candidate down!)

No Face-To-Face Contact During Hiring Process

Admittedly, this one can be challenging amidst the recovery from a global pandemic. However, face-to-face interaction is still important to 30% of job applicants. If your area is still in some form of lockdown, you can achieve this via video interviews. To go the extra mile, allow your final candidates to meet the entire team on video chat so they can envision themselves as part of the team.

Interested in more interviewing and hiring tips? Explore our client resources here.