Are you having trouble lowering your applicant drop-off rate? The reason for the high candidate drop-off rate is mostly due to pre-hiring blunders. In this blog, we’ll go through the several pre-employing pitfalls to avoid while hiring a candidate.

Let’s look at the errors!

Protracted application procedure

I commend the application procedure of any firm. The issue with a firm having a lengthy application procedure is that they will lose out on many qualified prospects.

Nobody enjoys going through a lengthy application procedure.

Solution: Make the application procedure as brief as doable. I am aware that some tests may yield results that are critical to an organisation. However, such exam may easily be added later in the recruiting process.

Companies will not lose potential recruits this way.

Candidates receive little or no support

Have you noticed any job postings on job search websites?

You’ll almost never discover a means to contact the recruiter. Even if you do discover a means to contact them, it will most likely be through a complicated form that needs the candidate to submit a résumé.

Things are a little better on the company’s individual career webpages. We are in the year 2022. The age of AI-powered chatbots is here. Deploying a basic chatbot can assist in resolving this issue. A simple form or a support email ID might also be beneficial.

Insufficient information

Do you still have a dull career section on your website?

Generic career pages are no longer effective in 2018. These pages lack not just information but also critical aspects. Elements such as “Life at Y Company” videos, images, testimonials, and so forth. A career website is critical for recruiting great personnel, unless you employ individuals via visiting universities.

While you may believe that interested applicants would apply regardless of whether or not images/videos are available, the fact is that these aspects do have an influence on the ultimate result.

Inadvertently failing to keep the candidate informed

Most recruiting procedures keep candidates in the dark about a variety of actions and updates. Even if they are told, it is generally too late.

Candidates are therefore kept out of the loop. The issue is that the market has radically transformed in recent years. As a result, most applicants have more than one offer on the table. As a result, even a minor delay might cause you to lose the applicant you want.

Solution – It is critical to keep the applicant apprised at all stages of the process. This may be done via email or SMS. This is critical for a positive applicant experience. The encounter will have a significant impact on the company’s brand.

Inadequate job description

It is critical to write the correct job description. Many times, recruiters either write too many or too few criteria in the job description. You will not be able to lure the suitable individual in any case.

As a result, it is critical that recruiters spend adequate time crafting a good job description. Feel free to seek advice from co-workers and friends as well.

Hiring in a hurry

There are instances when businesses require immediate hiring. I completely understand your predicament. The issue is that a rushed hire should not result in a substandard hire.

According to Google Hire, the typical hiring process takes about 63 days. Ideally, you should begin the hiring process 4-6 weeks before filling a position. The sooner you begin, the better. Furthermore, the duration might vary depending on the nature of the function for which a firm is employing.

Saying no to Technological Advancement!

Many businesses strive to avoid using new technologies. We are in 2022, and technology is fast developing. There is no other alternative than to embrace new technology. It’s as simple as screening prospects with an HR chatbot.

The landscape has shifted dramatically in the recruiting industry. You may now automate the application, interview, and onboarding processes, among other things. I understand how tough it is to adjust to new technology.

To Summarize

I hope you learned something new from this post. If you can avert these blunders, I believe you may significantly enhance your hiring process. Please share your thoughts in the comments box below.