The Real Effects of a Bad Hiring Process

A candidate’s experience during the hiring process directly relates to how they perceive the company, and how likely they are to recommend it to others. With referrals being one of the best ways to gain new employees, a candidate’s impression and recommendation can be very important.

According to a survey by Recruiter.com, for those who felt the hiring process was poor, only 28 percent would recommend the employer to others. However, of those who felt the hiring process was positive, 89 percent would recommend the employer to others.

With such huge disparities, a positive hiring experience makes a significant impact on potential candidates’ opinion of your company.

What makes a good candidate experience? We’ve covered some great ideas in this post, focusing on how technology can improve your hiring. But it really boils down to how you are connecting with your applicants.

Personal connection and humanity is a must in a great hiring process. Don’t be a faceless corporation, and don’t treat an applicant like just another number. Applicants are people you may want to work with: use their name, respect their time and don’t make their application process needlessly challenging, time-consuming or repetitive.

Here are some ways to instantly turn off a candidate, if you find your company doing any of these, it’s time to rethink your hiring process:

  • Making all applicants fill out lengthy questionnaires, personality tests or psychometrics, regardless of how they fit with the job requirements.
  • Rescheduling interviews, showing up late to interviews or being unprepared for an interview. These all give the impression that the candidate isn’t important enough to spend time on.
  • Not knowing basic facts found on the candidate’s resume: their name, what city they live in, their education or key skills.
  • Not following up with any kind of response to their application or interview if they were not offered the job.

A lack of follow up is the major hiring issue for most companies. A generic form letter will get the job done for most situations, although personalizing it for those you have interviewed is a nice touch. A quick letter letting a candidate know they did not get the job is an easy process which can even be automated.

As many of us know from our own personal experiences, simply being told the job was awarded to someone else gives peace of mind, and makes you appreciate a company’s professionalism and respect towards others.