An unhappy candidate experience can really scare top talent away! The candidate experience begins at the start of the hiring process with the job description/posting and extends through onboarding a new employee. AgCareers.com surveyed job seekers about the most discouraging and influential aspects of the process. Here’s the top five things recruiters do to scare talent off, according to candidates:
- Dreadful job description: Results indicate that the candidate experience begins at the start of the hiring process, and for employers, this is when they are creating the job posting. Transition descriptions from duties and responsibilities, to what the candidate will get to accomplish in the position. Does your job posting accurately reflect what the position entails, or are you overselling? The most influential factor is ensuring that the actual job description properly aligns with the job posting.
- Salary disclosure: Candidates indicated that a job posting without salary information is very discouraging. Employers may even take this a step further by putting pressure on the applicant, telling candidates they must state their salary requirements in their application materials. Tell the candidates a salary or range, or at the very least list it as “competitive” or “DOE.” Don’t leave the salary field blank, as this deters applicants.
- Complicated application process: Right behind salary disclosure, candidates complained about the length and complexity of the process. If an application has too many requirements or takes too much time, it discourages applicants from applying. Job seekers are investing significant time into each application; in our research, one-third of applicants took 31 minutes up to one hour to complete a single application; over 20% took more than an hour.
- Follow-up failure: AgCareers.com asked candidates about the most discouraging aspects of the job application process. The majority of candidates cited employers’ unresponsiveness as the most discouraging facet. One-third of candidates said they “rarely” or “never” heard from employers with a confirmation of their application receipt. Nearly 90% of respondents said an organization’s lack of response was likely to impact their decision to apply for future openings with the company. Follow-up communication, even if it’s an automatic reply, is imperative.
- Interviewer dominance: When an interviewer acts like they don’t have time for a candidate, doesn’t ask relevant questions, or seems distracted or hurried, it will dissuade candidates. An interviewers’ personality and knowledge are also influential. Just as important is an expression of gratitude, thanking the candidate for their time. Interviewees also want an employer to set expectations for the post-interview process—when can they expect a decision?
For more ways to improve your candidate experience and attract top employees to your organization, view the full AgCareers.com Candidate Motivation Survey Analysis here.
As Marketing Associate at AgCareers.com, Bonnie Johnson works on both internal and external communications, email marketing, company branding and market research projects. Reach her at firstname.lastname@example.org.