6 Common Peeves of the Hiring Process You Should Get Rid Of 💁🏽👋🏽
Sincerely, every job seeker ever. Recruiters, thank us later!
Some things don’t age well.
Like cheese, celebrity marriages, and not including the salary in the job description—or worse, leaving prospective candidates hanging after an interview.
Did you know that not hearing back after applying for a job is more frustrating to job seekers than being rejected after a first date?
It’s 2024. We can’t still be ghosting candidates. Or offering unpaid internships either.
These choices do more harm than good for companies because they negatively impact your employer brand, the quality of hires, and, ultimately, your bottom line.
Times are changing, and as Gen Z continues to be the dominant demographic, companies need to throw in the towel on outdated hiring practices that aren’t candidate-focused.
This week in Hired, we want to flip the script on hiring practices. Get an insider perspective and put yourself in your hiring manager’s shoes. Find out which annoying hiring practices are easily replaceable with better solutions and improve the overall candidate experience.
What’s in this newsletter?
🌟Six outdated hiring practices
🔎Modern solutions to modern problems
🤖 An AI tip
1. Unreasonably Long Job Descriptions ❌
Unnecessary long job descriptions often list generic or irrelevant skills, making it seem impossible to find the perfect person. For example, companies list must-have skills for a designer, including writing copy and even running social media ads when these are not important.
Create JDs that include a holistic picture of your ideal candidate. You may need a manager who can improve the team's performance or a developer who can help sell a new product.
Whatever you need most, say it clearly. The perfect person won't just say, "I can do that!" They'll say, "I really love doing that!"
How to fix it 🛠️
Create better job descriptions with our AI tool
Our job description generator is here to save the day. It helps you craft job descriptions that capture the essence of the job. Plus, you can even tweak these descriptions to match your company's vibe. Whether you're super formal or laid-back, we've got you covered.
Say goodbye to the headache of crafting job postings from scratch.
2. Lengthy Application Processes ❌
Put yourself in the shoes of a modern-day job seeker. You've found the perfect job listing and are ready to apply.
But then, you have to apply to each one demanding information you've already painstakingly laid out in your resume. It feels like you're being asked to jump through hoops just to get your foot in the door.
In the age of AI, time is of the essence.
Not only is it frustrating for candidates, but it also slows down the hiring process. Think about it—every minute spent tediously filling out redundant forms is wasted for both the applicant and the hiring team.
It’s time to fast-forward the application process and cut out the unnecessary fluff, and you'll attract more qualified candidates and speed up your hiring cycle.
How to fix it 🛠️
Make job applications simple and easy with Iris!
Iris is an advanced AI recruitment platform that automatically sources, matches, and engages with relevant candidates. It automatically posts jobs on 100+ top job boards, where candidates can easily apply with minimal effort. It makes life easier for recruiters, as they get a complete view in a single dashboard with all the relevant information about the candidate.
3. Unpaid Assignments: Yay or Nay? ❌
Here's the thing: asking candidates to invest their time and effort into completing long unpaid tasks and extensive case studies that take too much time can feel exploitative and unfair.
It's like saying, "Hey, we're not sure if we want to hire you yet, but could you do this work for us anyway – for free?"
It's a practice that leaves candidates feeling undervalued and taken advantage of. Asking candidates to dedicate even more time to unpaid assignments can be a big ask, especially if they're not guaranteed a job.
Moreover, these pre-assessment assignments may not even accurately gauge a candidate's skills or suitability for the role. They're often generic tasks that fail to capture the nuances of the job or the candidate's unique strengths.
How to fix it 🛠️
Keep assignments short or ask for a portfolio to view their work.
Respect the candidate’s time and set deadlines at a reasonable time and hour to give them flexibility.
Protect the candidate’s intellectual property and ensure them that their work will not be used unfairly.
If the case study is specific to the company, offer fair compensation to the candidate.
4. Not Including Salary in the JD ❌
Employers or recruiters who are unclear or evasive about salary details until late in the hiring process can create frustration and uncertainty for candidates. Without a clear understanding of the compensation package, candidates may invest valuable time and energy into a position that may not align with their financial expectations or needs.
This lack of transparency not only wastes candidates' time but also creates unnecessary stress and anxiety. Candidates may be left wondering whether the position is financially viable, leading to hesitancy or reluctance to proceed further in the hiring process.
How to fix it 🛠️
Include the salary range in the job post!
Some companies like Buffer have taken a bold stance on salary transparency. By publishing their salary data online for all to see, Buffer has established a culture of openness and trust. Candidates know exactly what to expect regarding compensation, eliminating ambiguity or guesswork.
This approach attracts top talent and fosters a sense of fairness and equality within the organization. Employees feel valued and empowered, knowing their contributions are recognized and fairly compensated.
5. Irregular Communication ❌
Open and candid communication throughout the hiring process is not just the bare minimum – it distinguishes great companies from good ones. It's about treating candidates with the respect and dignity they deserve, acknowledging their efforts, and keeping them informed every step of the way.
In today's competitive job market, where top talent is in high demand, companies can't overlook the importance of open communication. It's not just about creating a better candidate experience – it's about setting the stage for long-term success and fostering positive relationships that benefit both parties involved.
How to fix it 🛠️
Five tips for better communication:
Set clear expectations and timelines for the recruitment process.
Provide candidates with a detailed overview of anticipated steps and feedback timelines.
Maintain regular updates, even if brief, to keep candidates informed.
Ensure clear points of contact for candidate inquiries.
Send out rejection emails and provide viable reasons for your decision.
6. Too many interviews spaced out ❌
Unnecessary interviews waste time and resources and can frustrate candidates. They slow the hiring process and increase the risk of losing top talent to competitors.
Unnecessary interviews waste the candidate's time and consume valuable resources for the hiring company. Think about it – each interview requires the time and effort of the candidate and the hiring team. From scheduling and preparation to conducting the interview itself, it all adds up.
Plus, they’re just incredibly frustrating for candidates. It can feel like they're being put through the wringer, forced to jump through hoops without any clear indication of progress. They could be receiving and accepting offers from other companies while waiting for the hiring process to drag on.
How to fix it 🛠️
This brings us to our exclusive AI tip. To make the interview smoother, automate the first screening interview round with our AI Video interview.
Iris’s AI Video Interview feature allows you to analyze candidates' responses, expressions, and demeanor and comprehensively understand their skills, personality, and cultural fit with your company.
Say goodbye to guesswork and hello to data-backed decision-making.
What are some outdated hiring practices you’d like to get rid of? Drop them in the suggestions below!