Part 2 | How to Lose a Candidate in 10 Days

In the modern arena of recruitment, the tides have shifted in favor of candidates, turning the spotlight on recruiters and hiring managers to refine their strategies to allure and retain top talent. Part 1 of this series, "How to Lose a Candidate in 10 Days," embarked on a voyage through the common pitfalls lurking in the recruitment process. The piece unfurled the curtain on the detrimental impact of one-size-fits-all job descriptions, the tumult caused by disorganization, and the complexity injected by a disjointed interview process. Through a blend of personal anecdotes and industry insights, the narrative served as a compass in the recruitment landscape, emphasizing the imperative of dodging these common missteps to foster a positive employer brand and secure the crème de la crème of candidates.

As we journey forward into Part 2 of this series, we delve deeper into recruitment challenges. This continuation unveils the intricacies surrounding the art and science of offers, the ripple effects of a mismatch between job descriptions and reality, the subtle dance of decision-making timelines, and the unseen blind spots that may lurk in the recruiter's field of vision.

In the realm of talent acquisition, we further explore where the sting of lowball offers could reverberate through the hallways, eroding not just candidate enthusiasm but possibly the morale of existing teams. We also explore the bait and switch dilemma, where the glimmer of job descriptions may mask a less shiny reality, setting a domino of disappointment and turnover in motion. The piece also casts light on the ghost of procrastination that could haunt the halls of opportunities, allowing star candidates to slip through delayed decisions. Lastly, we explore unseen red flags, where candidates might be privy to the storm imperceptible to the recruiter, casting a long shadow on the employer brand.

With a blend of data-backed insights and real-world scenarios, Part 2 provides a sharper lens to identify, navigate, and mitigate these often overlooked yet critical facets of the recruitment process. Securing and nurturing top talent comes with both visible and hidden hurdles, and as we traverse through these challenges, the narrative seeks to equip recruiters and hiring managers with the wherewithal to not just attract but to also foster a nurturing habitat for talent to thrive. As we delve into these realms, let’s continue the discourse, learn from each misadventure, and refine our approach in the dynamic landscape of modern recruitment.

Lowball Offers: Why Undervaluing Talent is a Mistake

(In Part 1 , we discussed the danger of one-size-fits-all job descriptions. This practice, akin to lowball offers discussed in this segment, stems from a similar mindset—a failure to recognize and value individuality and excellence. As we recognized, specificity in job descriptions attracts the right talent, just as fair offers retain them.)

Look, we all love a good deal. Who doesn't get a rush from snagging that must-have item at a discounted price? But when it comes to talent acquisition, treating candidates like clearance rack finds can be a costly mistake.

Sure, you might feel like a champ for landing a candidate below market rate, but what are you sacrificing? Chances are, you're not getting their best work or their long-term commitment. Worse, you might be fostering resentment that manifests in poor performance or quick exits.

Going cheap on salary isn't just a risk; it's a potential financial sinkhole. The cost of employee turnover isn’t just chump change; it encompasses both direct and indirect costs. Indirect costs, though harder to quantify, impact the company significantly (1 ). Think about the costs of turnover, re-recruitment, and the time lost in having to train someone new. Not to mention the hit to your employer brand when word gets out that you're a lowballer.

Lowball offers don't just affect the candidate. They can also have a domino effect on your current team. When existing employees find out that you're lowballing new hires, it could lead to dissatisfaction and disengagement, which is never good for productivity. Disengaged employees translate to a 15% lower profitability for a company, amounting to nearly $16,000 lost per disengaged employee per year, based on an average salary of $47,000 (2 ).

So what’s the solution? It's simple. Do your research. Know the market rate for the roles you're hiring for and aim to offer a competitive salary. This not only helps you attract top talent but also fosters a culture of fairness and respect. According to a Forbes article, offering competitive base salaries or hourly wages is a key strategy to boost employee satisfaction (3 ). Moreover, a study shows that 60% of men and 52% of women prioritize financial benefits when evaluating potential employers and job opportunities (4 ).

Don't be penny wise and talent foolish. Remember, you get what you pay for, and that's true for talent too. The trend towards competitive compensation is clear, with 53% of employers planning to offer higher starting salaries to new employees (5 ). By aligning with market trends and offering fair, competitive salaries, you’re not only investing in quality talent but also ensuring a more profitable and productive business in the long run.

The Bait and Switch: When the Role Doesn't Match the Description

(Recall in Part 1 , the chaos a disorganized recruiter can cause, leading to a subpar candidate experience. The bait and switch scenario we uncover here is another facet of this disarray, where misaligned expectations set the stage for disappointment and turnover.)

We’ve all seen it: a job description packed with promises of a dynamic role, cutting-edge projects, and a fantastic work environment. You apply, get the job, and then... reality hits. The role isn't what was advertised. The projects are mundane, and the work environment leaves a lot to be desired. Studies have shown that there exists a significant difference between formal job descriptions and true job expectations, which is often referred to as job discrepancy (6 ).

Common Red Flags:

• If the job description is murky, chances are the role might be too.
• A ping-pong table doesn’t make up for a lack of career growth or benefits.
• When the skills listed don’t align with the role, be cautious.

The consequences of this bait and switch are clear. Candidates who feel cheated are more likely to leave, increasing turnover costs. Job mismatch, characterized by a misalignment between the employee's qualifications and the job requirements, has been associated with negative impacts on work productivity and job satisfaction (7 , 8 ). Word gets around. A bait and switch can hurt your organization’s reputation. Additionally, both the employer and the candidate lose valuable time in the recruitment process.

Avoid the Trap:

• Be clear about what the role involves and the skills needed.
• Don’t oversell or undersell; aim for an accurate depiction.
• Keep lines of communication open for candidates to ask questions.

It's crucial to be upfront and transparent to ensure a fit that benefits both parties. Don’t let your job descriptions become a game of bait and switch. The trend of job dissatisfaction and resignations reached a peak in March 2022, with the highest level of resignations on modern record in the U.S., partly fueled by misleading job descriptions (9 ). So let’s be forthcoming!

Delayed Decisions: How Procrastination Kills Opportunities

(The perils of a disjointed interview process explored in Part 1 can often culminate in delayed decision-making. The disjointedness contributes to procrastination, just as we see here, where indecision can cause the loss of top-tier talent.)

Ever felt like you had all the time in the world to make a hiring decision, only to realize you've let a star candidate slip through your fingers? You're not alone. But it's a costly mistake—one that can set your team back and create a ripple effect of delays and disappointments.

It's easy to think that taking your time will lead to better decisions. But in the fast-paced world of recruiting, hesitation can lead to missed opportunities. The average time to fill a position in 2023 ranges from 36 to 42 days, with each vacancy costing employers an average of $4,129 over this period (10 , 11 ). And let’s be honest—top talent won’t wait around. With numerous offers on the table, top-notch candidates are known to weigh their options quickly. In 2023, 60% of recruiters reported losing candidates before they could even schedule an interview (12 , 13 ).

Sure, you’ve got a million things on your plate. But top talent is a hot commodity. Dragging your feet may result in losing out to a competitor who’s willing to pull the trigger more quickly. It's a known fact that firms with slower hiring processes often lose star candidates to faster-moving competitors, with the latter snagging the cream of the crop while the former is left with only above-average candidates to choose from (14 ).

Consider each candidate as a potential asset awaiting confirmation. The clock is ticking, and your timely decision is crucial. Delay too long, and that asset might become a resource for a competitor instead.

Every day that a role stays vacant costs your organization. In one instance, a vacant position was found to cost an organization around $681.82 daily and $3,409.10 over a five-day work week, with higher costs associated with Information Technology positions (15 ). The wider impact of vacant roles is also substantial. For instance, the Cost of Vacancy (COV) is estimated to result in $8.5 trillion in unrealized annual revenues globally due to talent shortages (16 ). And the longer you take to fill it, the more you risk demoralizing your existing team. Unfilled positions lead to increased workloads for the current staff, declining morale, and potentially a negative market perception if jobs remain vacant for extended periods (17 , 18 ).

Time is of the essence in recruiting. Act swiftly, but wisely, to secure top talent and give your team the resources it needs to succeed. So, next time you’re contemplating a hiring decision, remember the countdown clock is ticking. Don’t let procrastination turn into a missed opportunity.

The Red Flags Ignored: When Candidates Know More Than You Do

(Part 1 brought to light the erosion of trust from a lack of recruiter preparation. Extending this concept, in this section, we delve into the red flags that may not be as apparent to the recruiter but are glaringly obvious to candidates, further undermining trust in the recruitment process.)

Ever been on a scenic drive only to realize you missed a crucial turnoff because it was in your blind spot? In recruiting, those blind spots aren't just inconvenient; they can be downright damaging. Especially when the candidate sees them and you don't.

You might think you've got everything figured out, but candidates often come to the table with a sixth sense for spotting red flags. Whether it's inconsistent messaging, lack of role clarity, or an outdated tech stack, candidates are tuned into details you might overlook.

When a candidate spots a red flag you've missed, they're already halfway out the door. Not only do you risk losing that candidate, but their perception can also ripple out through the talent pool, impacting your employer brand and your ability to attract top talent. In fact, a study that analyzed over 5,172 comments from job seekers revealed that the biggest red flag for candidates is when a company describes itself as a "family" during interviews, a term which now may imply undue loyalty or commitments beyond typical job duties (19 ).

If you've lost a candidate and you're not sure why, it might be time for some introspection. Did you promise quick progression but have a history of stagnation? Did you boast about your inclusive culture but lack diversity in leadership? These are the red flags candidates might see that you need to address.

The key is self-awareness and a willingness to make changes. Get feedback from candidates, even the ones who turned you down. Use that insight to improve your processes and eliminate those blind spots. Recognizing red flags early can save time, resources, and prevent potential issues down the line (20 ).

Ignoring red flags doesn't make them go away; it just makes you blind to the reality of your recruiting process. Time to open your eyes and make the necessary adjustments.

Moreover, your employer brand can take a hit if candidates perceive red flags during the recruitment process. A positive candidate experience can lead to 81% of candidates sharing their positive experiences, further enhancing your employer brand (21 ). Conversely, 50% of candidates would steer clear of a company with a bad reputation, a reputation that can be exacerbated by red flags during recruitment (22 ).

By addressing red flags proactively, being transparent about the role, the organization, and setting positive expectations, recruiters can mitigate negative perceptions, improve candidate experience, and ultimately, fortify the employer brand.

Conclusion

In Part 2, we navigated recruitment misadventures, exploring the intricacies of offers, job descriptions, decision timelines, and recruiter blind spots. This journey highlighted the importance of addressing these facets to attract top talent and foster a nurturing environment.

As recruiters and hiring managers, our quest for top talent is a continuous journey of refinement and learning. Steering towards Part 3 , we'll unravel silent yet potent deal-breakers in recruitment - lack of feedback, stagnant processes, broken promises, and ignoring work-life balance.

We'll dissect the silence post-interviews and its impact on candidate experience and employer brand. We’ll explore the repercussions of slow recruitment processes and the aftermath of reneging on offers. Lastly, we’ll highlight the need for a culture that values work-life balance, crucial for talent retention and organizational health.

The upcoming segment aims to equip you with insights and measures to evade these pitfalls, ensuring a robust recruitment process. The feedback loop, recruitment pace, upheld promises, and work-life balance are pivotal elements shaping your employer brand.

With the foundation set in Part 1 and the journey through Part 2, join us as we continue to unravel the subtleties of recruitment in Part 3 . From the silent deal-breakers to the pitfalls of not providing feedback, we'll explore how these nuances can make or break the candidate experience.

Whether you’re a hiring manager, a candidate, or a recruiter, there’s a lot we can learn from each other. Keen on sharing experiences or discussing recruitment strategies? I'm all ears. Let's connect on LinkedIn: https://www.dhirubhai.net/in/jonathanwhipple or drop me a line at [email protected] . Looking forward to some insightful exchanges.

References

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