Lack of communication in recruitment is the biggest factor for candidates

A recent study found that over 40% of employees were unlikely to proceed with a job offer if they had a negative experience during the interview stage. 

The survey, delivered by HR Software firm HiBob, found that nearly 60% of employees highlighted that a lack of communication was the biggest factor that gave them a negative impression of a potential employer during the hiring stages. 

The survey of 2,000 employees indicated that nearly two-thirds of employees found the hiring process a negative experience, and over 20% described the process as both stressful and soul-destroying.

Good communication is critical to recruitment and should be considered the core of any successful hiring process. Without clear communication, individuals can be left feeling undervalued which can lead to negative implications towards the employer. Strong communication during recruitment can build long-term confidence and advocacy from employees.

The study from HiBob found that over 40% of employees were unlikely to accept a new position if they had a negative impression during the interview stage! Kate Garbett, VP of SME at recruitment company Adecco, explained to HR Magazine that businesses must prioritise communicating their values during the interview stage. 

Employers must consider the interview process as a chance to emphasise who they are as an organisation and ensure candidates, whether they proceed or not, secure a positive experience, and want the role on offer. This will ensure companies have the best chance for a candidate to accept a role and have a positive idea about their business to share with other potential employees.

The survey data also highlighted other factors employees considered during the hiring stage, including an unprepared interview process, a misalignment between the role and the job description and an extended number of interview stages.

Good communication begins with creating a custom job description that reflects the values of a business. Job descriptions must align with the business requirements and the long-term goals before hiring so managers can look for candidates that align with the role and the organisation.

To meet individual expectations, businesses should create personalised recruitment strategies, clear and transparent job descriptions and emphasise their commitment to employee progression and culture.

Some industry experts believe communications could be applied to support candidate expectations of the position during the interview stage. A good example of this is including a short video detailing a day in the business and what to expect in the role. 

Creating a comprehensive communication strategy that includes every stage of the recruitment process is critical. This includes continued updates, feedback and details on the next steps for candidates. Over 30% of respondents in the survey highlighted that waiting for the outcome of an interview was the least enjoyable part of the hiring process.

Providing a transparent and streamlined recruitment process keeps employees engaged. Reducing the number of interview stages and improving the decision-making process can strengthen candidate engagement. Reacting to candidate challenges and other feedback can enhance the ongoing recruitment process.

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