What Turns Top Candidates Off?

Your receptionist does not expect the candidate or there is no one at your front desk.

Your firm presents the candidate with an overly long and detailed employment application, before the interview – candidates feel that this is putting the cart before the horse!

No one at your company has a clear job description – this confusion makes the candidate wonder how they would be able to do a good job when the specifics and goals of  the position are not concrete.

You ask a potential candidate  to come back for interview after interview.  By doing this, your company is telling the candidate that you are truly not sure about them and/or and that your firm is not organized enough to coordinate the interview process.

One of your interviewers is not prepared or does not have questions thought out to ask, or worse, says something like “I am not sure why they are having me interview”.  Often, a company will ask a current employee, one who has little or no experience in hiring, to assist in the interview process.  If that employee is not given some direction, an otherwise interested job applicant can get turned off.

Your hiring managers are not enthusiastic – a big turn off.

Your company has an ad on a job board that has been up for a very long time.  Candidates wonder what is wrong with the position and may not apply.

Your hiring process is too long:
“A slow hiring process wears candidates down and ends up costing you time and money as you start the search process over and over again”  According to a Ranstad Survey, candidates start to think there’s something wrong with a job posting if it remains unfilled after 2 months.  The best applicants can often be found early on in the process so employers should have the courage to act quickly.

An interviewer takes calls during the interview or makes the candidate wait forever in their lobby.

You give the job a title that no one understands or that does not represent the position – businesses should use commonly referenced titles that are recognizable industry wide.

The salary for the position is much lower than your competitors.  If your company offers other things that can offset the lower compensation, it is imperative that the candidate is told about them.