Recruiting Practices that Alienate Candidates and Damage Your Brand

Recruiting talent is a two-way process.  Companies want to hire the best talent and at the same time, potential candidates are evaluating the company to decide if they would work there.  Thus, it is important to have good recruiting practices to ensure you attract the best talent.

  1. Unprofessional behavior

Recruiters should make sure they have taken the time to get to know a candidate by reading through their resume and cover letters.  These documents take time to perfect and being prepared gives off a good first impression.

  1. Earmarking positions

Interviewing a candidate for a role that is already being saved for another candidate is rude and inefficient.  Time is valuable and this is a waste for both sides.

  1.  Being Uninformed

A recruiter should definitely be knowledgeable about the area they are recruiting in.  When recruiters are uninformed, it can lead to misrepresenting candidates, which is simply a waste of everyone’s time and energy and will really turn off a candidate.

  1. Impersonal Communication

The increase in the amount of applications can lead to a standardized response.  However, even when telling a candidate they are not a good fit for the job, they at least deserve to be addressed by name rather than a copy-pasted “Dear Candidate” email.

  1. Misaligned Objectives

The recruiters should not only be knowledgeable about the industry but also know about your company and what your goals are.  Without this knowledge, they end up choosing inappropriate candidates.

  1. Gate-keeper vs. Talent Spotter

An untrained recruiter is simply a gate-keeper.  He or she knows the baseline requirements and simply keeps out anyone who does not fit the bill.  However, having a talent spotter means someone who can differentiate those who do fit the requirements and knows how successfully a candidate would be able to add value to the company.

  1.  Application Processes

There is a delicate balance for an application process being informative and cumbersome.  The application should give a general idea of the candidate, but should not be so lengthy and tedious that it turns away candidates.

  1.  Questions and Boundaries

When asking questions in an interview, be sure to observe normal boundaries.  Keep the interview professional but also do not make it seem like a rehearsed performance.

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