How to lose a potential candidate in six easy steps

You thought you had found the perfect candidate, but he got hold of you? Technogénie's recruitment experts can help you avoid making the same mistakes again! Here are six attitudes that scare candidates away.

You don't make a good impression

Are you one of those people who believe that there will always be enough good candidates to fill your vacancies? Think again: we live in an age where excellent workers are being courted by several companies and recruiters. If you want to grab their attention, it's important to give them a good impression of you, but also of your business. Act in a professional and polite manner. Above all, avoid playing the card of arrogance or indifference.

You are asking too much

If you're the type who leaves a lot of voicemail messages and sends multiple emails to applicants, look no further. Provide them with only the essential information and most importantly, give them time to think. Avoid looking desperate! Plus, a long or complicated hiring process tends to scare away good candidates, not to mention that while you are planning your fourth interview, it will likely receive and accept an offer from another company.

You ignore the candidates

Conversely, avoid leaving candidates in the dark. Keep them up to date on the different stages of your recruitment process and let those who haven't been selected. Tell yourself that you might need them in the future and they probably won't apply again if you haven't even bothered to give them enough consideration to follow up with them. Also, when a candidate shows up for an interview, avoid making them wait unnecessarily and if they email you questions, respond promptly.
You are indiscreet

If you ask a ton of personal questions of every candidate that comes in for an interview, it's no surprise that you never hear from them again. No one wants a boss who constantly interferes with his or her private life! Show your interest by asking the candidate about their motivations to work for you, but avoid asking them too personal questions whose answers do not concern you.

You don't show them the benefits of working for you

The interview is not only a moment during which the candidate can share his strengths and his experience with you in order to land the desired position, it is also an opportunity for the employer to give him a tour of the job. company to allow him to meet his potential future colleagues, to explain concretely what his tasks would consist of and even to talk to him about the values and mission of the company. Making the candidate feel like they are already part of the team is a great way to develop a sense of belonging from the first interview.

You offer them a ridiculous salary

That's it, you've found that gem, made an offer, but haven't heard from them? Did you offer her a competitive salary or try to save as much as possible? The candidates are not stupid. They know their value and are often aware of the salary they can expect to receive based on their education and experience. Making an offer that is too low is never a good thing: either you will lose the candidate, or they will accept the position but will leave at the slightest opportunity when they see that other companies are ready to pay their fair value and 'here there he will resent you.

Employers, recruiters, and human resources advisers need to realize that good candidates are valuable and they won't stay in the market for long. This is why they should get into seduction mode without further delay when they think they have found that rare gem. Do you need help optimizing your recruiting process? Rely on the experts at Technogénie!