Only 11 percent of candidates who participated in the recruitment processes in the last year assessed them as impeccably conducted. Professionals and managers are most often disappointed by the long waiting time for the employer’s decision – this problem was encountered by every second candidate examined in the Antal report.
Slightly over 50% of companies in Poland currently have a problem with finding suitably qualified employees. First of all, because in most industries the number of job offers per candidate is constantly increasing. At the same time, as much as 72 percent of specialists are not actively looking for employment. The passive candidate expects the employer to reach him and he will be able to choose the most attractive offer.
Where the deficit and demand for an employee increases, the matter becomes even more complicated as candidates increasingly drop out during the recruitment process. As our observations show, the reason is not only the proposal of a better position or higher salary offered by the competition but also to a large extent the mistakes on the part of the potential employer. A candidate who does not receive feedback or a specific offer within a time-limit specified by both parties most often resigns from the process or decides to take a different proposal. The key role is played primarily by a partnership approach to the candidate, efficient operation during the recruitment process and clear communication. This, in turn, translates into a positive image of the employer and reduces the number of resignations of potential employees – says Kamil Tomczyk, Senior Consultant at the Antal recruitment company.
Mistake 1. Waiting for the employer’s decision for too long
Half of the respondents in the Antal report faced this problem. It is extremely important for a candidate who is involved in the recruitment process to be in constant contact with the HR department. Communication with the candidate should be smooth and understandable, so as not to generate questions at every stage or unnecessarily prolong the decision process. This translates into a favorable image of the organization and the most effective way of building the employer’s brand. In turn, failure to meet the deadline, failure to provide feedback or the lack of it will cause the candidate to cooperate with another employer, and the process itself will be assessed negatively.
Mistake 2. No information on the planned course of the recruitment process
Every third candidate who participated in recruitment processes in the last year did not receive information about the planned recruitment process – according to the Antal report “Activity of specialists and managers”. As emphasized by Kamil Tomczyk, a recruiter from Antal – in order to avoid frustration on the part of the candidate, the employer should clearly define the planned course of the process and the forms of individual recruitment stages at the very beginning of the interviews.
If this is not possible, it is worth presenting the situation honestly to the candidate. Even if the recruitment does not end with hiring an employee, a reliable and honest employer will be well remembered and the candidate will more likely return to the company during subsequent processes or recommend him to friends – adds the expert.
Mistake 3. Failing to provide information about the company/responsibilities/department during the recruitment meeting
As much as 28 percent of specialists and managers admit that, after the interview, they have little information about the position and responsibilities. In addition, a large number of questions to the candidate, in exchange for a brief description from the employer, means that the potential employee may perceive the company’s approach as not very professional. Of course, it happens that the specificity of given recruitment does not allow for revealing details and a precise discussion of the topic, so it is worth informing the candidate about such a situation at the very beginning and providing as much data as possible about the organization and position – so that he/she feels that he has left from meeting for mutual benefit.
