insight : jessica harling
How to Lose a Candidate in 10 Days
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BY JESSICA HARLING
o you remember those sleepless nights of endless questions: Should I call them? Are they going to call me back? Are they really into me (while replaying every moment of your conversation)? Is everyone else around me going to like them? When you felt excited but also dreaded the process of meeting someone new? You know, that awkward relationship phase I’m talking about—bringing on a new employee. Much like dating today, the world is filled with data and algorithms that can tell us if you will be a solid match with a potential hire, making it easier to get an introduction to a great candidate. You can even hire a rock star recruiting company respected by the industry to find the unicorn. But if you don’t follow certain standards of the process, you can watch your shiny unicorn fly away. Here are surefire ways to make sure that candidate moves on to greener pastures.
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| MARCH + APRIL 2022 | wf-vision.com
call the 1 Don’t candidate back.
Nothing grinds candidates’ gears more than an unresponsive employer. Both pre-hire and post. Employees are looking for communicative environments just as much as employers desire that skill from candidates. Put yourself in their shoes. Isn’t it annoying when a candidate ghosts you after an amazing interview?
offer 2 Don’t benefits.
Let’s face it. 2020 re-prioritized the home and workplace for the entire world. We can no longer get away with neglecting the basics: health, sick time, vacation time, holidays off. Work-life balance with paid time off is still the No. 1 request from a candidate who is working to support a family, with health care a close No. 2. Our industry was built on family businesses. Show some empathy for the folks putting in the dedication with your company while also taking care of their loved ones. They could be your next hire one day!
