5 Most Common Pitfalls of Modern Candidate Selection
MORSON NEWS | 2 MIN READ
Technology, economics and younger generations require employers to re-think their candidate selection strategy.
56% of candidates say a poor recruitment process negatively influences their perception of a brand.
Data is playing an increasingly vital role in the way employers attract and retain candidates.
In many companies, big or small, the hiring process is outdated on more than one front. The impact of technology on the way people work, the rapidly growing gig economy, and more generally speaking, the changing expectations of (younger) job seekers are just a few reasons why the way organizations are hiring doesn’t reflect the dynamic nature of the contemporary job market.
These are the most common pitfalls we see in candidate selection today:
1. An unstructured process
A messy selection process is bad for both recruiters and candidates. 56% of candidates even say that a poor recruitment experience leaves them with a negative view of the brand. On top of that, an unstructured process isn’t scalable nor easily repeatable and puts a strain on your recruitment department as well.
2. A one-size-fits-all selection process
Every job family requires a unique combination of skills, competencies and personality traits in order for someone to be fully productive. Therefore it makes no sense to use the same hiring process for all roles, especially since 55% of HR managers say ‘loss of productivity’ is the biggest problem associated with bad hires. A one-size-fits-all selection process increasingly leads to an inefficient selection process and subsequently, bad hires.
3. Sticking to manual labor
Are you still posting your vacancies on job boards, plowing through stacks of resumes and scheduling interviews manually? Nowadays, many tedious, time-consuming tasks can be handled by technology saving you precious time in the process.
And this doesn’t just make your life easier, candidates will love you for it as well. Did you know that 57% of job seekers lose interest in a job if the hiring process is too long?
4. Selecting candidates without data or collecting the wrong data
Too often still, recruiters make hiring decisions based on gut feeling rather than data. Not only does this create a big risk of hiring the wrong candidates, but it also makes it easier for bias to creep into the process. Not surprisingly, 74% of employers admit they’ve hired the wrong person for a role somewhere in their recruiting efforts.
5. No focus on candidate experience
When you’re under pressure to find that perfect candidate sooner rather than later, it’s easy to forget about the candidate experience. Often heard criticism from applicants includes a lack of feedback about their application or how they did in the assessment. Furthermore, 61% of employees say the realities of their new job differ from expectations set during the interview process.
Contributors: This article was written in partnership with Harver. Harver is a pre-employment assessment platform, that enables innovative companies around the world to hire better, faster.