Hiring the right candidate has become an uphill task for companies primarily because of unprofessional ethics. Even though companies have huge technological support using that they can easily hire the required candidate, but they are failing to do so. According to a recent survey, one out of every four candidates is dissatisfied with the hiring process being followed in various organizations.

Such findings question the policies being pursued by recruiters. Are they projecting a negative brand image for the company? Where exactly are they lagging behind? Well, the answer to these questions lies in the procedure they follow at the time of recruitments.

It seems unfortunate that companies are busy investing a substantial amount to augment employees’ satisfaction are not paying attention to the impression that’s being created on those who do not even make it through the recruitment process. Around 75% of talented candidates ward off because they did not get any feedback from companies on their job application, which leaves them in the lurch. Thus, candidates appreciate organizations that get back to them with a clear response over those who keep quiescent. Even in cases where candidates are not selected but get feedback, which means a lot to them, helps in creating a positive brand image for the company. Further, companies should not take unreasonably long time to respond because it restricts candidate from exploring other options.

Sometimes, several candidates seem confused with organizations’ recruitment process. The main reason for this is the careless attitude of companies while drafting the job description for a required post. Consequently, irrelevant set of candidates apply for a job, which keeps relevant ones away, and makes them feel that the recruitment process is not transparent. Due to all these carelessness, questions are raised about company’s policies and professional ethics.

Most of the times, the application form itself contains plenty of questions, out of which some are irrelevant to the candidates. Hence, companies should stop the practice of including irrelevant information that may prevent a candidate from applying for the job. Also, candidates are often get confused relating the job responsibilities with the job description and decide to halt the process in between.

Further, interaction during an interview has its significance – if recruiter fails to convey about the working environment of the company in a positive manner, then it may result in the disengagement of the candidate. In most of the cases, an interview ends in a fiasco for a candidate just because representative lacks subject knowledge that has become a common grouse. However, remaining silent on application status is a matter of concern for potential applicants.

All the efforts and money invested by companies in recruitment process goes into vain because of such situations. These conditions leave a candidate disappointed and sometimes the effect is so long-lasting that he/she decides not to participate in any recruitment process initiated by the company in future. Nevertheless, disappointed candidates may deter others from applying by creating a negative brand image for that company. So, an unhappy applicant/candidate can even bring down the reputation of the enterprise.

Doing Things Right

Companies should focus more on making the recruitment process healthier to get the right candidate for the benefit of the organization. Here are some effective schemes that can help you to improve the current scenario:

Keep the Online/Offline Form Brief

The online/offline form is meant for screening point of view, and only relevant questions should be asked. Creating extra work might restrict applicant from submitting the job application.

Confirmation Emails for Feedbacks

For maintaining the positive brand image of the company, confirmation mail should be sent to the candidates in case of selection or rejection with right reasons if required.

Limit Lengthy Tests

A complex pre-employment test should be conducted if it is necessary.

Avoid Talks on Salary History at Initial Rounds

Expected salary can be asked at qualifying stage, leave discussion regarding salary history until he/she advances to the next round.

Give Detailed Job Descriptions in Recruitment Ads

It is an important part and cannot be overlooked from the hiring point of view, as the inclusion of wrong information may invite the irrelevant set of applicants while keeping the relevant ones away.

Avoid Using Inarticulate Job Descriptions

Use of keywords like ‘dynamic individual’, ‘pleasant personality’, ‘self-starter’ and ‘effective communication skills’ must be abolished, as it portrays that the person needs to be like this.

Update Your Career Site

Don’t be a conservative employer and keep the career section of your site up-to-date.

In the end, proper attention and review of your recruitment process can help you out in getting the right candidate for your company.