5 Signs you could be putting candidates off your company

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5 Signs you could be putting candidates off your company

You advertised the job. You shortlisted the potentials. You got a decent turnout at the assessment day. But then things took a bit of a nose dive. Scratching your head wondering why? Well, if any of these are true for you, they may be the reason candidates have gone cold turkey on you.

Slow feedback

  • Recruitment isn’t like the dating world, so don’t try and play it cool by leaving applicants hanging.
  • Odds are, they’re applying elsewhere too, so if you take too long to get back to them, you run the risk of them accepting an offer made by someone else.
  • Whether your recruitment process is an assessment day or a straight interview, set expectations at the end and stick to the timeframe you give them.

Lack of interest

  • When it comes to impressing one another, recruitment is a two-way street.
  • It’s no use candidates pulling out all the stops to stand out if you don’t reciprocate, because you’ll turn them off before you get chance to make an offer.
  • Never underestimate how far the little things go. Simply offering them a cuppa, showing them around your offices, introducing them to the team (and making sure they’re on their best behaviour!), and just being generally friendly will go a long way.

Not-so-glowing Glassdoor reviews

  • Glassdoor is a biggie nowadays. If yours is littered with negative reviews, it can really damage the quantity and calibre of candidates you get through.
  • In terms of damage limitation, it’s important to monitor your reviews and respond, so applicants can see your side of the story too.
  • For example, if you’ve got a negative review saying “I was worked into the ground and the stress was unbearable”, you could turn it into a positive by saying something like “we’re a fast paced company and we’re constantly pushing the boundaries to get the best out of our team and for our customers”.

Unappealing premises

  • Let’s be honest, we spend a lot of our lives at work. So why would anyone want to turn up to a dingy, poorly lit office that has no charisma about it?
  • Your decor says a lot about your company and its personality, so make sure yours is reflective of that.
  • We’re not suggesting you have to give your premises a complete makeover, but think about where you’re holding your interviews and assessment days.
  • Small touches - like a window letting in natural light, a lick of colour on the walls and a plant pot, for example - really can make the biggest of differences.

Poor communication

  • Never disregard a candidate or treat them any less professionally because they didn’t get the job.
  • Just because they’re not what you’re looking for right now, it doesn’t mean they won’t be in the future, so it’s important to still keep them keen.
  • Get back to them - promptly, let them down gently, give them some constructive feedback, wish them well, and leave the door open for any future opportunities.

Need a hand?

If you need help filling your call centre with top talent - now or in the future, get in touch with our recruitment specialists on GreatPeople@cactussearch.co.uk or 01905 330 790.