As an employer, you want to fill your open positions with the best talent you can find. However, this can often be easier said than done. While you might think you are doing everything in their power to attract great candidates, many employers are failing to adapt their hiring process to do so. When companies don’t work to keep job seekers interested throughout the hiring process, they are quick to move onto another opportunity. So, what is your organization doing wrong? Start by asking these questions:
Are you conducting too many interview rounds?
In a typical hiring process, it is normal for an employer to bring in a candidate two, three, or even four times for an interview. However, this fast-paced market calls for a faster process. Scheduling so many rounds can take weeks, or even months to do, especially if the candidate works full-time. As a result, companies must work to consolidate their interview rounds by having the candidate meet with more parties in one day. The faster you move on the interview process itself, the faster you can get to negotiating an offer.
Are you asking for new work samples?
It is common for employers to ask for samples of a candidate’s work, and depending on the role, the candidate may even come prepared with a portfolio of past work. While candidates understand this to a degree, they are unlikely to comply with unreasonable requests for new work samples. Asking for one small task like a short writing sample may be acceptable, but beyond that, top candidates are quick to withdraw from the process altogether instead of take the time produce a new work sample. This means that employers must do better to analyze what’s available to them: previous work samples, strategic interview questions, and a candidate’s conduct throughout the hiring process should be enough to evaluate their competence.
Are you lacking transparency with candidates?
When you find top talent in this job market, it is important to keep them updated on where they stand in your hiring process. While there may be unavoidable delays, it is critical in those moments to be transparent and communicate with your top picks. If they simply don’t hear from you, they will likely move on and assume they are no longer in the running. Not only that, but they are also quick to judge the organization based on this communication. If a prospective employer fails to take a few minutes to communicate where the candidate stands in the process, this is a poor first impression of how this company values its employees.
Are you failing to act?
Because today’s market is so competitive, employers may feel as though they aren’t finding the right candidate. However, the longer you take to make a move, the less likely you are to find someone who is a good fit. If you have interviewed a handful of candidates, gone through multiple interview rounds, analyzed samples of work, and evaluated cultural fit, it’s time to make a decision and act on it. The longer you sit on this group of job seekers, the more likely it is that they are unavailable by the time you finally get back to them. While you wait for the “perfect fit,” your organization continues to suffer from leaving the position unfilled, and the best candidates out there are moving onto companies who made a move before you did.
Are you too focused on filling a full-time role?
At the end of the day, the candidate you need may not be looking for a full-time role. However, employers are gaining agility and flexibility by utilizing temporary, freelance, and contract professionals. When you’re struggling to find the right full-time fit and the rest of your employees are burning out, temporary solutions can ease the burden while you continue your search. And who knows—you may even stumble upon the perfect candidate in the process!