The job market is currently witnessing a shortage of qualified candidates. Available roles are aplenty, but filling these positions effectively is proving more challenging. Therefore, high quality candidates have a plethora of options open to them. Consequently, such candidates are in the privileged position of being able to be selective. This has meant that some behaviours and practices of employers are determining whether they are an attractive proposition for in demand talent in the marketplace. Actions of employers during the hiring process is deterring some candidates from applying or continuing with them.
Posting vague job adverts.
Candidates want to know sufficient detail about a job before applying for it, including salary details, development opportunities and flexibility. Without such integral information, it becomes difficult to be convinced about the prospects of the role.
Making it difficult to apply.
Talent looking to apply for positions want an easy and seamless application process, with one third of job seekers stating they won’t spend more than 15 minutes on the task. Therefore, job applications that are time consuming will deter many in the market.
Failing to prepare for the interview.
Employers expect candidates to have researched the company thoroughly before attending an interview, but it does work the other way round too. Candidates who can identify little preparation from the interviewer’s side will be less enthused about the opportunity moving forward.
Ghosting talent.
A survey carried out last year found that nearly half of all job applicants have been ghosted after being given initial ‘false hope’ regarding their application. Even if a candidate is unsuccessful, they should be informed of this, and not left to wonder what has happened with the opportunity.
Taking too long to make a decision.
On average, qualified candidates are only on the market for ten days. As a result, if an employer takes too long to make a decision on them, the likelihood is that they will move elsewhere. Delays reflect badly on an organisation, and job offers should be made within 24 hours for successful applicants.
Overselling the job.
Failed hires are a serious problem for HR currently, with half of employees wanting to leave their job within the first 12 months. Creating unrealistic expectations of career prospects, painting a picture of a culture that doesn’t exist and misleading candidates over the challenges they will face are all contributing to this, and should not happen.
Source: Advorto