Majority of the employers are having difficult time filling positions because of a lack of talent in the workforce. Although employers complain about the growing talent gap, they don’t realise how their current hiring and managerial practices are driving talent away from their organisation.
It’s time that employers start focusing on the candidate’s true capacity to create, innovate and learn instead of focusing on other minute details like education and years of experience.
Here are 5 recruitment practices that are driving the great talent away:
1. Not having a dedicated career page
Job seekers want to learn the story behind companies they contact for job opportunities. Employers who don’t have a page dedicated to job postings are missing out on the opportunity to attract bright professionals.
2. Having lengthy job application process
When talented job seekers encounter long job applications filled with dozens of questions, most will think the application isn’t worth their time. While it may make sense to have some preemployment qualifications before making an offer, be careful not to require too much in the very first interaction with the organization. If the application process takes too long to complete, it may turn great candidates away before they even finish the process. If multiple types of screening are helpful, consider adding them after the first interview instead of before.
3. Not responding to inquiries and applications
One of the biggest ways employers push away talent is by not responding to every applicant, which creates a negative relationship between employers and job seekers. According to a research, 45 percent of employers surveyed recognised the need to improve the candidate experience so as to strengthen their brands.
4. Not providing proper feedback
This is a corollary to the above point—taking too long to respond to inquiries and applications is an issue but so is complete silence when a candidate expects communication. People expect to have their application acknowledged. They expect to have a communication of whether or not they’ll be progressing in the process (getting an interview). They expect a follow-up after the interview to either say they were not selected or to schedule next steps.
5. Overlooking onboarding process
People need to feel like they’re a part of a culture and mission once hired. Employers who provide little employee onboarding and zero ongoing training will drive away potential hires. The employee-employer relationship is a mutually synergistic one. While a company's ultimate goal is to make a profit, this cannot be achieved without a contingent of happy employees.