How to Avoid Scaring Away Job Candidates

Replacing employees and searching for qualified candidates to fill the ranks is a terrifying endeavor. That makes the “Great Resignation” many industries are experiencing utterly horrifying. For managers who fear going through endless search processes (or are going through some already), here are some tricks to avoid scaring off potential hires so they don’t treat you to a never-ending search, illustrated by relatable work memes.

Don’t Disappear During Your Candidate Search

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We all like a good ghost story around a campfire, but not during a hiring search. It is scary how common “ghosting” has become common for candidates and employers alike, as 48.8% of job seekers (and 46.8% of employers) who responded to our 2021 State of Online Recruiting Survey felt ghosting by the other side was a significant challenge.

Incorporating the best hiring practices means being responsive throughout the search, as nothing scares a job seeker more than waiting to see if they even made the first cut after putting in the effort to apply to your company. Having protocols in place to keep applicants engaged will attract the best candidates and save you the terror of watching them disappear instead. Which leads to…

Communicate Throughout the Process

Communication is the key to any good relationship, and that is just as true on the recruiting trail. The wait time between submitting an application and hearing back from employers is terrifying, so don’t scare off a hire by leaving them in the dark. Sixty percent of job seekers in our State of Online Recruiting Survey want to know when they should expect to hear back after an application. They also wish employers would give them an expected timeline for hiring a position. Being left in the dark is spooky in any season and doubly so when job hunting, so take the time to be intentional and keep candidates informed.

Be Clear on Salary Expectations

We’ve heard the arguments from employers: We don’t want the competition to know what we’re paying. Candidates will just push for the highest part of the range (as if that is a bad thing). The fact is, when you boil down to it, the person you are hiring is doing a service for a paycheck, and money is an important (and possibly the most important) part of their decision to work for you. Not including that information in your job posting makes candidates think you have some skeletons in your closet on that topic.

In our State of Online Recruiting Survey, 61.9% of job seekers responded that employers and recruiters specifying the salary range for a position would make them more likely to apply for an online job posting. Putting your money where your mouth (or job posting) is how attracting the best candidates works.

Make the Application Process Shorter

There is only so much time in a day, and spending a couple hours filling out one application (after already uploading a resume and cover letter) is a quick way to send applicants running in fear. For any job seeker, it is absolutely infuriating to essentially create a new manual resume due to an archaic online application process.

Nearly 40% of our State of Online Recruiting Survey respondents want to spend less time completing a job application, and a statistically relevant 15.6% of employers mentioned high application abandonment rates as a big challenge in their online talent search. Don’t scare off a hire by making them waste time on a lengthy application; make the online submission meaningful with a handful of prescreening questions and use the interview process for getting more in-depth information.

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Prioritize “Must-Haves” and “Nice-to-Haves”

Laying out expectations in a job posting is important, but keeping them manageable based on the salary range and experience you are looking for is the best way to get better and more engaged applicants (instead of scaring them away from your doorstep).

If you are part of the 73.9% of employers in our State of Online Recruiting Survey who are struggling to find quality candidates, consider breaking down your qualifications in a job posting by “required” and “desired” skills – your “must-haves” and your “nice-to-haves.”

Start the Interview on Time

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A candidate showing up late to a job interview is (rightly) considered a negative, yet employers don’t seem haunted by not being ready to go when they say an interview will start. The interview process is a two-way street – the candidate is evaluating you and your company just as much as you are considering them. If you don’t value their time during an interview when all parties are trying to put their best feet forward, how will you value it when you fill the role?

Be Transparent and Honest During the Interview

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One of iHire’s core values is transparency, so of course, we expect the same from the employers we partner with and the job seekers we help on their employment journey. While some employers may fear giving candidates a more detailed look at a job’s responsibilities, lying about what duties a position entails is a surefire way to curse you with yet another search in short order.

Don’t make any of these mistakes during your search for the right candidate! Head over to our Employer Resource Center for more advice on utilizing the best hiring practices to make the recruiting process less scary for everyone involved!