Bad experience of job seekers with interviews at your company can irreparably damage your employer brand. In addition to creating a friendly corporate culture, good working conditions or opportunities for career development and growth, it is therefore necessary to pay attention to the recruitment process. Most common mistakes in how recruiters access job seekers were published on hrreview.co.uk.
1. They do not explain the reasons for testing
If you use psychometric tests, personality questionnaires and the like, candidates should know how this relates to performing the particular work and how you will handle the output.
2. They do no provide feedback after completing the tests
Feedback should not be an expensive luxury but a natural part of the recruitment process. Results of the tests should be provided to anyone who would be interested in it.
3. They do not tell candidates why they did not succeed
If candidates do not know the reason of their failure at the interview or in the test, they form their your own - mostly wrong - opinion. Providing feedback on the reasons for rejection should be made especially in the B2C companies where the applicants can most likely be their customers.
4. They do not centralize the obtained data about candidates
Some organizations do not store the data obtained in tests at all, others do not centralize them. That leads to duplication of some steps in the recruitment process and discourages quality candidates.
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