Potentially Disastrous Candidate Communication Mistakes


The process of obtaining new talent for your organization is fraught with pitfalls and frustrations. While it is of course essential to make sure you are recruiting only the best candidates, you cannot overlook all of your candidates’ experiences in pursuit of that goal. It reflects well on your company when your hiring possibilities have positive recruiting experiences. If you eliminate these common candidate communication mistakes from your recruiting practices, you will ultimately end up with better hires.

Failing to Market Yourself
If candidates do not know about you, then you will never get the chance to communicate with them. This is why you need to market your company and its open positions. While job boards and newspaper ads are good places to start, you will reach more jobseekers if you also cultivate a social media presence and advertise through university career centers. If you’re too time-pressed or under-resourced to take on this kind of holistic approach to marketing your open role, consider using an automated hiring solution, like MightyRecruiter, to make the process quick and easy.

Many candidates know that they should provide specific examples of why you should hire them on their job applications, but you have to meet them halfway. Part of marketing yourself is providing sufficiently informative job descriptions. Your job posting should provide a clear picture of what the job entails, as well as give a sense of what your company’s culture is like. Have a look at MightyRecruiter’s eBook to learn more about what makes a great job description.

Forgetting to Take Notes
Taking notes while you conduct interviews is a helpful strategy for avoiding candidate communication mistakes. Candidates will notice if you ask them the same questions across multiple meetings and interviews. If they have the impression that you do not remember your conversations with them, they may feel devalued or even question your authority as a superior. Alternatively, if you write down the answers to important questions, you will remember them later and will be able to move on to new material.

Failing to Ask Them Questions
When one of your candidates has multiple offers to choose from, you want your company to come out on top. Unfortunately, the candidate will be less likely to choose you if his or her recruitment experience was a negative one. If you never ask candidates about their recruitment experiences, then you will never know how you can improve your practices and obtain the best talent.

There are a number of survey platforms that can automate the process of querying your candidates about their experiences, so you have every reason to incorporate surveying into your hiring practices. It is not enough to simply acquire the data, however. You must also take the time to analyze it and alter your hiring practices according to any strong trends that appear.

Failing to Follow Up
Following up with all applicants is critical to creating a positive candidate experience and building a good reputation for your company. When you want to hire a candidate, make the offer quickly. A valuable potential employee is likely to have multiple offers on the table, and you do not want to lose the opportunity to make a great hire.

When you need to reject candidates, be sure to actually communicate that fact instead of just leaving them wondering whatever happened to their application process. Let them know that you were unable to hire them at this time, but that they are encouraged to apply to future openings. Even when you suspect an applicant will never be a good fit, it is still common courtesy to send a formal rejection letter. A 2013 Career Builder survey revealed that people who never hear back from companies are more likely to never apply to that company again and tell others not to as well. Some people even reported that they would tell others not to do business with companies that left them hanging.

Communication Is Key
As you can see, it is in your company’s best interests to communicate effectively with applicants. By properly marketing your business, monitoring your hiring processes and following up with applicants, you will avoid the most common candidate communication mistakes and get the best people to join your team.

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