The 5 Things Your Candidates Want You to Stop Doing

The 5 Things Your Candidates Want You to Stop Doing

Skills shortages are reaching critical levels in the UK.  

That means whether you're looking for an financial expert, a factory manager, or even a customer service advisor, you're going to have to work harder to attract and retain the talent you need.  

While a recruitment company can help your organisation find the skilled candidates best suited to your teams, you'll also need to ensure that your recruitment process isn't stuck in the dark ages. Whether it's poor job descriptions holding you back, or problems with the interview procedure, the way you approach new recruits can make a huge difference to your hiring potential.  

Here are just some of the things that job seekers want employers to stop doing.  

1. Creating Vague Role Descriptions  

Writing a great job description is tough. Unfortunately, a specs sheet that's vague, difficult to understand, or simply lacking in important keywords can be enough to sabotage the hiring process. Before jumping head-first into recruitment, think about what you're really looking for in a new employee. Which skills are fundamental to the position being advertised, and which personality traits are key to your company culture.  

Speaking to a recruitment agency will help you get an insight into what your descriptions should look like. In the meantime, keep an eye out for any jargon words or industry terms that make it harder for recruits to know what you're looking for 

2. Making the Interview Uncomfortable  

Even the most experienced person can feel nervous in a job interview. It's your job as a hiring manager to make the experience as comfortable as possible. This means giving your applicant your full attention by turning off your phone and avoiding other possible distractions.  

There's nothing wrong with checking the time occasionally but reading emails and responding to instant messages can make the person you're speaking to feel uncomfortable.  

Decide ahead of time the questions you will ask every candidate; remember consistency is crucial. Ask the right questions for the right reasons, and make sure that you define what you're looking for before you begin the interview process to make sure you're judging everyone by the same criteria 

3. Being Dishonest 

Recruiting new talent can feel a lot like advertising your business. While it's important to track down the right skillsets to complement your existing staff, it's worth remembering that everyone you interview will be simultaneously assessing you. It's not surprising that some companies try to "oversell" the roles available.  

While it's great to give hires an insight into what it feels like to work with you, stay truthful. Most top candidates will do their research long before they come to an interview. They'll know what your company has accomplished recently, and they may have done their homework on your employer brand too.  

If you have some problems that need fixing, be honest and transparent about them. This will improve your chances of impressing a cynical recruit.  

4. Taking Forever to Decide  

Choosing the wrong person to join your team can be dangerous. Unfortunately, taking too long to decide can lead to even bigger problems.  

Most qualified manufacturing or finance candidates in this skills-short environment will only be in the market for a few days. If your recruitment process is efficient and engaging enough to draw the attention of the right talent, then it's important to make sure that you don't lose their interest with a slow response during the final stages.  

Ask questions that will allow you to make quick decisions about who to hire and ensure that you have the authority to make the call when you find the ideal person.  

5. Failing to Follow Through  

Finally, nothing loses the respect and enthusiasm of an applicant quite like waiting for a phone call or email that never comes. It's a great idea to tell your recruits when they can expect to hear from you with a decision, but don't make those promises unless you intend to keep them.  

Keep calendars on-hand when conducting interviews so you can immediately carve out a slot of time to get back to each candidate on the date promised. This will keep top-tier talent happy, and also help to improve your reputation as a great employer.  

About First2Recruit 

Based in Wiltshire, First2Recruit, are an owner managed recruitment consultancy providing a full recruitment service including; permanent, temporary and contract positions in the Financial Services and Manufacturing Sector across Wiltshire, Hampshire, Dorset, Somerset and Bristol.  

Their exceptional market and local knowledge make them a stand out agency.  You can download their free report on How To Find And Attract The Best Employees In Rural Locations here. 

Alternatively, visit or call one of their friendly team on 01722 441 434.