The great resignation taught us that there are dealbreakers for candidates who looking for employment. Recruitment in the digital age can be a challenge for employees and employers alike. Finding the right fit for a job is never easy, and it’s even more complicated when prospective hires have many potential opportunities at their fingertips. It has made staffing direct hire efforts more challenging, but recruiters can minimize candidate dropout by learning about dealbreakers that can cause job offers to fall through.
Dealbreakers for Candidates” What They Entail
Anybody in the executive search & recruitment field knows that making a great impression — and avoiding the following four mistakes — is essential to snagging the top candidates. Likewise, there will be dealbreakers for candidates if they do not feel bad vibes about the position they are interviewing for.
Unrealistic Expectations
Many staffing direct hire candidates drop out of the recruitment process because they feel their potential employer has unrealistic expectations — unfortunately, in many cases, this is true. Recruiters and employers will routinely post job advertisements that include information about the minimum requirements for a position, which may be wrong for the compensation and benefits that the position provides. Recruiters who expect overqualified candidates will have a hard time filling positions.
Aggressive Tactics
Some job candidates can become dissuaded by overly aggressive tactics that recruiters may use to attract attention and incentivize interest. Ironically, these efforts often do more harm than good, and candidates who feel overwhelmed by the recruitment process will likely withdraw before the point of accepting a job offer. Recruiters should be careful not to inundate candidates with phone calls and other communications. It often sends the wrong impression and decreases the likelihood that the candidate will follow through with the recruitment process.
Inappropriate Questions
It’s only natural that recruiters want to scope out employees who will fit their company’s culture well. Sometimes, a recruiter may be too nosy in assessing whether a candidate’s personality suits the company. If an interview contains more personal questions than professional inquiries — and if the questions seem remotely inappropriate — a candidate will leave sooner rather than later. Recruiters must always focus on candidates’ qualifications and experience — not their lifestyle or personal interests.
Lack of Interaction
A more common theme is that businesses are interviewing people in an online environment. Indeed, hosting these events virtually can make them more accessible and ensure that everybody can attend. Some candidates may be off-put by this, though, if there is no opportunity to meet with an employer face-to-face. Job candidates want to know they’re working with a reliable employer. Companies should also invest in retained search professional liability insurance (E&O) to ensure that their executive insurance covers the liabilities of the recruiting process — even when it takes place virtually.
About World Wide Specialty Programs
For the last 50 years, World Wide Specialty Programs has dedicated itself to providing the optimal products and solutions for the staffing industry. As the only insurance firm to be an ASA commercial liability partner, we are committed to that partnership and committed to using our knowledge of the industry to provide staffing firms with the best possible coverage. For more information about Staffing Professional Liability Insurance or any other coverage, we have available to protect your staffing business, give us a call at (877) 256-0468 to speak with one of our representatives.