How to lose a candidate in 10 days

It's time for some harsh truths. The interview process is a two-way sale, and companies are losing top candidates due to past negative experiences. Candidates are flat-out refusing interviews, and it’s a critical issue that demands immediate attention.

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Think about it. A top candidate, who’s had a bad experience with your company before, refuses even to entertain the idea of an interview. Why? Because they remember the lack of communication, the drawn-out process, and the overall impersonal treatment. They’ve moved on, and so should you – to a better hiring process.

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Here’s the deal: The interview process isn’t just about assessing candidates; it’s about selling your company to them. A bad experience not only costs you the immediate hire but tarnishes your reputation in the talent market.

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We're seeing this more and more, and here’s how to turn it around:

1. Speed Up: Streamline your hiring process. Lengthy processes drive candidates away. Keep it efficient and respect their time.
2. Communicate Clearly: Provide timely and constructive feedback. Candidates need to know where they stand. Silence is a deal-breaker.
3. Be Transparent: Clearly outline the role, the process, and the timeline. Set the right expectations from the get-go.
4. Personalise the Experience: Treat candidates as individuals. A personal touch, like a thoughtful email or a warm welcome, makes a significant impact.
5. Follow-up: Even if they don’t get the job, follow up with a thank-you note. Leave them with a positive impression, and keep the door open for future opportunities.

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Candidates are evaluating you just as much as you’re evaluating them. In this talent-driven market, you need to put your best foot forward. Each interaction is an opportunity to strengthen your reputation, demonstrate value, and show candidates the respect they deserve.

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The way you conduct your interviews can be the difference between attracting top talent and losing them to your competitors. Make sure every candidate leaves thinking, ‘I’d love to work there someday.’ Because today’s candidate could be tomorrow’s game-changer.

Get it right.

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