5 Reasons Why Your Hiring Process Might Be Turning Away Candidates
According to a 2016 CareerBuilder Candidate Behavior Study, 76% of full-time, employed workers are either actively seeking a new job or they are open to new opportunities. Conversely, 48% of employers report that they cannot seem to find the workers they need to fill their job vacancies. Clearly, there is still a disconnect between intention and execution whether you are the job seeker or employer.
It’s so easy to get caught up in the grandeur of your latest recruitment marketing campaign or the bells and whistles of your shiny new ATS – that promises to solve everything from candidate experience to world peace.
Can you woo, woo, woo?
At the core of your best intentions, lies the hope that candidates will see the effort you are putting into your brand and messaging – therefore wooing the right people to apply and hopefully work for you.
What I see is more complexity and less focus on some basic things that generally illustrate that you, the company knows what it is doing. Everyone is busier than ever and most of us have little to no attention span.
The goal of candidate experience wasn’t to coin another buzzword for kicks, but to improve how we treat the hiring process and the candidates that have to pass through it.
Let us examine five things going on in your hiring process that are likely to be turning your candidates off:
1. Lackluster Career Website
I’ve seen some pretty lackluster career websites in my time that had decent traffic. Ultimately, if you are a company or brand that people know and love, they will apply with you. However, there are some candidates (really good candidates) that will not appreciate several different fonts on one page, lots of scrolling to get to important information and a failure to give them any visual cue as to why you should be their employer of choice. You should always be monitoring traffic, bounce rates and the overall look and feel of your career website to be sure it is coherent and attention grabbing.
2. Misguided Candidate Communications
Whether it is an automatic email via an applicant tracking system or your in-house prepared correspondence, there should be a personalized touch to your correspondence. Sending a follow-up email indicating a wrong referral source or a wrong name makes your company look disorganized. Doing spot checks via mock applications can expose glitches in pre-populated correspondence.
3. “The Wait for Me”Complex
As someone who worked a recruiter desk , I get how difficult it can be to follow-up across the board. As I described above, over ¾ of the workforce is entertaining new opportunities. Half of your battle in gaining their attention is merely following up in a timely fashion. The average job seeker isn’t sitting and waiting for any one opportunity to emerge. They are applying to multiple jobs ( sometimes haphazardly) in an effort to maximize their chances of being called. Where possible, qualified candidates should be contacted within 12-24 hours during normal business days and 48 hours for weekend applications. You might think that is stringent, but in some industries a great candidate can be lost to a competitor in that small amount of time.
4. “No Pain, No Gain” Hiring Process
Once upon a time, companies made the hiring process difficult to present a certain amount of challenge for the prospective hire. The mindset was: If he or she can get through the challenges created in our hiring process – they are good enough to work here. No one is interested in playing these games. The hiring process should not be painful. Candidates shouldn’t be left feeling like you are secretly setting them up for a challenge that they are ill-equipped to overcome. Being transparent, assessing candidates for qualities that will make them successful in your company and simplifying your process can go a long way in getting people interested in wanting to work for you.
5. Good old’ “Word of Mouth”
Some industries and niches are so small that everyone begins to become acquainted with one another. If a candidate has had a poor experience with your company, it is likely to be memorable. If it is likely to be memorable, it is also likely that it will be shared with at least one other person at some point. It also means in some of the least likely places a conversation may or may not come up that allows them to draw on this said poor experience. It may seem like a long shot, but I promise you it has happened more times than I can count.
It isn’t about perfection, but about making sure you have a cohesive message that translates to what the value proposition is for a candidate to come work with you. The cohesive message has to be backed by consistent actions that illustrate your dedication to ensuring a positive experience from start to finish.
When’s the last time you looked at your hiring process to be sure there are no substantial bottlenecks preventing candidates from getting through your process successfully?
Advisors Will Be Extinct in 5 Years Unless…
I’ve had financial advisors for more than 40 years. Not once in those years have I called my advisor to find out what stock/funds I should buy or sell. But I have called to find out where I should get my first mortgage, when to sell my house, or how much income I could get in retirement.
In short -- and I think I’m pretty typical – I was looking for financial advice, as it relates to my life.
Here’s the disconnect, what most advisors do is simply manage their clients’ assets. They determine what to buy, and what to sell, they think about risk management, about growing their practice by finding new clients and about getting paid.
Historically that has been the business model. But as more women take control over financial assets, they, like me, will be looking for a different experience. And unless the financial community is willing to change ….. advisors, as they are today will be extinct in five years.
Advisors who want to survive will have to do a lot more than just manage money – they will have to provide genuine “advice”. That means doing what’s right for the client, not pushing product and pretending it’s advice.
Women especially, but all investors generally, are becoming more and more cynical. They says, “If I want advice about reducing my debt, that’s what I want and not ‘here’s more debt’ because that’s what my advisor gets paid for! And if saving taxes is what I want then saving taxes should take precedent over selling me a product.”
You may be thinking that spending your time providing advice isn’t lucrative but the reality is that in the long run – it pays off in spades. The advisors who take the time to build real relationships with clients, who provide advice as it relates to their clients’ lives, even when there is no immediate financial benefit to themselves, those who don’t simply push product – are the ones who over time have the most successful practices.
Generally women understand and value service, but they will say, “If I’m paying, I want to know what I’m paying for: Is it for returns? Is it for advice? Is it for administration? I want to know. Then I can make up my mind what’s worth it and what isn’t.”
Investing is becoming a commoditized business and technology is replacing research that no one else can find. Today the average advisor is hard pressed to consistently beat the markets, and with women emerging as the client of the future, unless they start providing real advice, their jobs will likely be extinct in five years.
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