How to Lose a Candidate in 10 Days
Discover the top ten pitfalls in the hiring process that can drive candidates away and damage your employer’s brand. Learn how to avoid these common mistakes to ensure a positive candidate experience.
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By Karen Haslbeck
Karen Haslbeck is a highly experienced and accomplished Human Resources leader with over 20 years of experience, including 15 years in the biotechnology and pharmaceutical industries. She has been instrumental in building commercial, corporate, and scientific teams at all levels implementing successful Organizational Development initiatives to build and retain both culture and people.
EXPERTISE
Effective interviews are critical because they are a key part of the hiring process and help both the employer and the candidate make informed decisions. However, we all know they don’t always go as planned. Many things can cause a company to lose a candidate during the process.
“Lose a Candidate in 10 Days” refers to common pitfalls in the hiring process that can lead to candidates withdrawing their applications or accepting offers elsewhere. This will over time affect your employer brand. Here’s a take on how to lose a candidate in that timeframe:
- Slow Response– Take your time responding to their application. Wait several days before acknowledging receipt.
- Lack of Communication– Avoid any follow-ups or updates. Silence is golden! The candidate doesn’t want to hear from you.
- Unprofessional Interview– Interview in a chaotic environment. Ensure poor preparation and vague questions. Arrive late to the interview and appear distracted the entire time. Or don’t show up at all!
- Misleading Job Description– Describe the job in an overly glamorous way, hiding the reality of the responsibilities. Lie about the stress in the job. It won’t impact their motivation.
- Lowball Offer– Make an offer significantly below industry standards without explanation. Don’t look at the individual background, education, and successes of the candidate.
- Ignore Their Questions– When candidates ask about company culture or growth opportunities, brush them off or provide vague answers.
- Negativity– Create a negative impression of the team or company during the interview process. Talk about how much you hate working at the company and you have no idea why you even stay.
- Lengthy Hiring Process– Drag out the hiring process with unnecessary steps. Make sure it’s confusing and frustrating. Don’t provide updates and bring them in many times to meet with unnecessary colleagues.
- No Feedback– If they ask for feedback post-interview, respond with generic comments or no response at all.
- Ghosting– Just don’t get back to them after the final interview. Let them wonder about their status indefinitely. If they reach out for an update, don’t respond.
While this is a humorous take, it’s important to remember that a positive candidate experience is crucial for attracting and retaining talent. Engaging communication, transparency, and professionalism can go a long way in securing a candidate’s interest!
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