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Jonathan Greenhalgh HR, Blue Collar...

Six reasons candidates are leaving the recruitment process

six reasons why you should rethink Your Recruitment Process

In the light of the recent ‘Great Resignation’, it’s about time that we seriously started discussing why this is happening. If the trend in the United States is anything to go by, we now know that factors beyond anyone’s control can shake up the entire workforce and leave us all scrambling.

So, what can we do?

Well, it’s time to rethink the recruitment process.

By thinking about how we advertise for, vet and ultimately select candidates, we can start creating positions that workers actually care about. There are many ways that the standard recruitment process doesn’t work; below, you’ll some of the most important and most common reasons that your recruitment might not be working.

1) Your Job Listing Isn’t Accurate

Most people probably have a bit of experience finding out that a job wasn’t quite what was advertised on the listing.

Don’t copy and paste old listings, and make sure that all the relevant info is accurate. How many hours does the position offer? What specific responsibilities will it have? Be as clear as possible, as nobody wants to turn up to an interview just to find out the position wasn’t what they had imagined.

Remember: if you don’t use accurate information, then you aren’t respecting anyone’s time. 

2) You’re Not Focusing On The Candidates

Sometimes, the best applicant isn’t the ‘perfect’ applicant. Just because the listing requires 5+ years experience, you shouldn’t turn away capable applicants that have the drive and talent to excel, but don’t quite meet all the criteria.

Ultimately, every candidate is different. You should take a holistic and personal approach as you analyse your pool of talent. Take time to understand candidates on a deeper level, one that’s beyond their CV. With the right interview questions, you can uncover many hidden talents and experiences that applicants may have neglected to mention in their initial application.

3) You Haven’t Been Honest

Whether it’s intentional or a simple mistake, you need to be honest in your listings. If there is something the applicant must have, mention it. If hours aren’t flexible, don’t imply that they are.

Perhaps most importantly, be honest about pay. So many applications skirt around pay, despite it being a hugely influential factor on whether job hunters apply or not. 

Keep things honest, and you can start your work relationship with your applicants on the right foot.

4) The Application Process Is Long And Time-Consuming

Many application processes these days involve cumbersome and drawn-out forms, test exercises and multiple interviews. It’s become increasingly common for applicants to submit bespoke cover letters, answers and even test results for every single position they are applying for.

Strip away the fluff and your applicants will thank you. Keep any requirements centred on the actual position, and make sure that everything you ask is relevant.

5) It’s Taking Too Long To Hire

Applicants have a lot on their plate. Job hunting is a job within itself, and applicants to your positions will be spending a lot of time searching, researching and preparing for roles. Unfortunately, speed is a very important consideration for job hunters, and taking too long can mean that many applicants will have to jump ship and look for a job elsewhere.

Taking a bit of time to select the right person is okay, but don’t string applicants along when they have other responsibilities to worry about.

6)Your Job Listings Don’t Inspire

Every person can relate to the experience of job hunting, sifting through listings and tossing them aside in search of the perfect job. Is the title too vague? Then it’s going to be ignored. Is the job description outdated or selling the role short? Then applicants won’t be interested.

Simply put, job listings should inspire applicants, not bore them. Use exciting vocabulary, and really explain the positive aspects of the role beyond the basics. Writing an effective listing is an art, but it’s always worth it to find the right person for the job.

How can we help?

Hopefully, this advice will help you recontextualise the way you look for new talent. However, if you require additional support on making sure your recruitment process is fit for purpose, hiring an experienced recruitment agency could be the way to go.

Employment Solutions has more than 20 years of experience helping organisations with all aspects of their recruitment. We can examine your current hiring policies to determine potential weaknesses or elements that are putting candidates off, and develop a whole new approach that maximises the effectiveness of your recruitment efforts.

To learn more about how Employment Solutions can support you, call the team on 0161 839 5353, or complete the contact form below and we will be in touch soon.

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