Your employees are your businesses most expensive assets, therefore surely you want the best candidates working for your company, and if you are not careful there is a possibility that you could be driving great candidates away if you aren’t smart enough with your recruitment process.
Below we explain the 5 things that great job candidates dislike:
What candidates are the least desperate to find a new job? The candidates who are already employed, and usually those candidates already in employment are the ones you would like to recruit for your current job vacancies. Therefore try and steer clear of the tedious online job applications. There’s nothing more frustrating than going online to apply for a job vacancy, when it’s a lengthy process, the application constantly crashes and it starts to become frustrating to apply for the job. Although data is good – and you want to find out as much information as you can about the applicant you don’t want them to get fed up, forcing them not to continue with their online job application – resulting in less great candidates.
Candidates aren’t dumb and are aware that they aren’t always going to have the skill set or previous experience to qualify for the higher end of the salary bracket on offer to the right person. Make sure you are honest about the salary expectancy from the off and make the candidate aware of the salary bracket during the first interview to prevent wasting time on a 3 stage interview process, only to let the candidate know later on, that the salary is much less than they were hoping for or are currently being paid.
Employers are not obliged to do anything other than send an automated response when an applicant submits an online job application such as: ‘We thank all applicants who respond, but please be advised that only those shortlisted for interview will be contacted.’ However, if a candidate has taken time out of their day to meet with you, to discuss the job opportunity that you are working to successfully fill, then ensure to contact the candidate after the interview to let them know whether they have been successful or not. If you don’t let the candidate know this will reflect very poorly on your company and you may have lost a good candidate.
When writing the job description that is going to be advertised – ensure the advert doesn’t contain meaningless words such as: ‘we are looking for a dynamic, motivated individual, who is a self-starter but able to work as part of a team’ it’s meaningless and great candidates won’t be drawn to apply for the job. Keep the job advert wording as brief and familiar as possible, stating clear job duties, job role purpose, a brief summary of your company containing unique selling points and list what the candidate will receive in return.
Don’t disregard fantastic candidates on the hunt for the ‘perfect candidate’ as perfect doesn’t exist. As much as we all want perfect! A great candidate with the right skill set, right experience or/and right qualifications can be trained and taught. Look for great – not perfect!
If you are an employer looking to advertise your job vacancies please feel free to give us a call today on: 01905 930 037 and we can help you find a great candidate for your vacancy!
Have a great weekend!
From the Agricultural and Farming Jobs