Top tips to help you avoid a scary recruitment experience and make it a treat instead
It’s Halloween, the spookiest time of year, so in this week’s blog, we’re opening the door (very carefully) to some scary recruitment experiences.
If you’ve done any amount of recruiting, you’ll know that it’s full of potential scares along the way. - from candidates who make you want to run and hide behind your desk to those who simply disappear into the ether.
Below, we’ve picked our top three scariest recruitment experiences and offered some advice on how to turn your tricks into treats. Plus, we’ve got some tips on how you can help to make your recruitment process less scary for candidates.
#1 Getting CVs so old they are full of cobwebs
Sometimes, candidates get a bit lazy about their CVs and forget that they need updating. Or, in a bid to seem experienced, they list every single job they’ve ever had, which, especially if they are older, could span decades.
Reading CVs so old that they sport cobwebs can be frustrating and time-consuming. But sometimes, there is a gem lurking amongst all that dust, so don’t discount things out of hand.
Turn this trick into a treat…
Ask for a cover letter too - Cover letters are a great idea when you are recruiting. Candidates generally pay more attention to cover letters because they know they should be tailored to the role. So they can give you a better picture of a candidate than an old and unloved CV. They can also help to highlight the relevant parts of a CV and explain any gaps. Plus, if you get a terrible CV and a templated cover letter combined it’s probably a good sign to give that candidate a miss.
Use a matrix to screen bad CVs first - For your initial paper sift, you could set up a list of keywords or attributes that you are looking for in a CV or a set of criteria that helps you determine whether a candidate progresses to the next round. It is possible to use technology to help you speed this process up, but be wary of adding anyone’s personal information to an open-source system like ChatGPT.
Avoid CVs altogether and have your own application form that asks candidates to fill in certain information like their last three roles. Just be aware that some candidates are put off applying if they have to submit information separately when they already have a CV lined up.
#2 Getting a Jekyll and Hyde candidate
Have you ever had a candidate who looks great on paper but terrible at the interview? Maybe you’ve been tricked even further and appointed someone who did well all through the application process but turned out to be totally not the right fit or have the right skills when they started the job.
Jekyll and Hyde candidates who are good or awful depending on the day or turn out to be not what you are expecting can be disappointing - a bit like when you are expecting trick or treaters in great costumes and you open your door to find a bunch of kids in jeans and t-shirts.
Turn this trick into a treat…
You can’t wave a magic wand and change how a candidate behaves, so in reality, turning this trick into a treat is down to you. Consider these two examples:
A candidate who made it through the initial process but then spent the interview remonstrating with themselves under their breath.
A candidate who when they turned up to the interview necessitated a change of rooms because they were too large to fit in the chair or, indeed, the original interview room, something the interviewers hadn’t anticipated or initially made allowances for
When these candidates turned up for interview, the recruiters may have been taken by surprise. Sometimes, a Jekyll and Hyde candidate just needs to be dismissed because they clearly aren’t going to work out. But sometimes, they just need a helping hand to shine. Here are some ways you can help people through the recruitment process so you don’t miss out on good hires.
If you can, make changes to help people who have extra challenges during the process. That might be making the initial application process simpler, adapting during the interview, or offering online interviews remotely for some candidates.
Have a clear interview structure and be prepared to give people a nudge if they are nervous or have trouble expressing themselves. And be passionate and involved. Don’t be like the interviewing manager we heard about who spent the whole time scrolling on their device!
Consider whether you can offer other ways for people to show their skills other than an interview, for example, a practical test.
Consider whether you can make the necessary changes in the role or to your workplace for a candidate to be able to do the job well. For example, if they would struggle to be in the office full-time could the role be remote or hybrid, or can special equipment be arranged to help them?
If you make every effort to assist candidates, then you’ll always feel more confident about turning down ones that simply aren’t a good fit.
In case you are wondering, the candidate who talked to themselves didn’t get the job, but the large applicant did - all they needed was for some allowances to be made and they turned out to be a great interviewee and employee.
#3 Ghosting
We usually associate being ghosted with candidates, with the organisations being the ones doing the ghosting. But sometimes, organisations are ghosted by a candidate during the application process or even once an offer has been made.
Turn this trick into a treat…
What you do about this probably depends on how much you want the person in the role and what other options you have. Some ways to try and avoid being ghosted are:
Be clear on your job ad about the application process and timeline. This enables the applicants to decide if the process suits them. Some candidates are put off by a process or lead in time to starting the job which takes too long, and disappear during the process if you aren’t upfront.
Choose a backup (or several) candidate if you can, so you have flexibility if your first choice disappears or turns you down.
Send a polite email follow-up to your preferred candidate. They may still want the job, but there may be a genuine reason, like illness or a breakdown in their communications that means they haven’t seen your offer or been able to reply.
How not to be a ghost
As a candidate, there’s nothing more frustrating than being ghosted by a recruiter. It leaves a bad taste and gives them a negative impression of your organisation. In the for-purpose sector, where there tends to be crossover and talk between those in the sector, this could damage your reputation with other candidates or even the public in the future.
Be clear on your recruitment timeline and stick to it as much as possible
Clearly state if you will not be notifying people who do not make it past the first recruitment stage and a date for that stage to close.
Consider notifying everyone, even those who don’t make it past the first stage. All you need at the early stage is a simple email that says, thanks for applying but we’re sorry you aren’t the right fit.
For candidates who make it to first or second interviews, offer more detailed feedback to those who are unsuccessful. This helps them and may help your organisation and the for-purpose sector in general, as the next time they apply, they should be better equipped.
If you are planning recruitment soon, take the first step and sign up as a Do Good Jobs employer. When you advertise with us, your role is shown to a group of values-aligned, active jobseekers who’ll help to make your recruitment process a treat. Plus, there are no scary surprises in our pricing - just a range of clear options to suit your needs.
