There’s no denying that in the post-Covid, return-to-office job market, attracting top notch job candidates is more challenging than ever. Yet, some employers seem to have mastered the art of driving potential hires away faster than they can say, “You’re hired!” If you’re looking for foolproof ways to lose a job candidate, here are ten surefire strategies to send them running for the hills. Sadly, these are true stories candidates have shared with us in our interviews – so we’re sharing them with you to make sure history doesn’t repeat itself.
1. Make the Application Process as Painful as Possible
Want to lose candidates right out of the gate? Start with an application process that feels like a marathon. Ask for everything short of a blood sample—multiple forms, endless questions and of course, a resume upload followed by typing out every detail already on that resume. Nothing says “We value your time” like redundancy! (Check out some great ways to simplify the application process in this Forbes article.)
2. Keep Them Waiting
Silence is golden… except when you’re a job candidate waiting to hear back. If you want to ensure top talent loses interest, take your time responding—or better yet, don’t respond at all. Ghosting candidates after they’ve invested time in your hiring process is a classic way to send them packing.
3. Conduct Never-Ending Interviews
Who doesn’t love a lengthy interview process? Schedule multiple rounds of interviews with the same questions but different interviewers. For an added touch, reschedule at the last minute or throw in a surprise panel interview. How about a psychological test thrown in for good measure. Candidates will appreciate the chance to repeatedly tell their life story. Bonus points if you do these things and don’t give feedback… they love that and will really send them heading for the hills.
4. Forget About Transparency
Keep candidates guessing by being vague about the role, responsibilities, and expectations. When asked about growth opportunities or company culture, deliver vague platitudes like, “We work hard and play hard.” After all, ambiguity is the spice of life, right?
5. Offer a Lowball Salary
If a candidate makes it through your rigorous interview process, congratulate them with a job offer that significantly undercuts the market rate. This not only shows you’re frugal but also that you don’t value the candidate’s skills or experience. A win-win!
6. Create an Unwelcoming Environment
First impressions matter. So, when candidates come in for an interview, make sure the office feels cold and uninviting. Extra points if the receptionist is indifferent or downright rude. A disorganized, cluttered workspace can also do wonders to convince candidates they’d rather work anywhere else.
7. Ignore Work-Life Balance
Top candidates often seek employers who respect work-life balance. To scare them off, emphasize your company’s “always-on” culture and downplay the importance of time off. You might even want to brag about how your team pulls regular all-nighters to meet deadlines. That’s the spirit! (Think work/life balance isn’t important? Check out this blog post highlighting that 86% of workers said that work well-being was extremely important to them, and 57% felt that maintaining work/life balance was the single most important factor influencing workplace well-being.)
8. Showcase Poor Management
A candidate’s potential manager is a significant factor in their decision-making process. To make them rethink the offer, have the hiring manager show up late, seem disinterested, or even talk negatively about the team. Better yet, don’t have them meet the candidate at all—mystery adds excitement!
9. Fail to Articulate a Career Path
Top talent wants to grow in their careers. To lose them, make sure you don’t discuss any potential for advancement or professional development. When asked about the future, respond with something like, “We’ll see where things go.” A lack of vision always instills confidence.
10. Disregard Diversity and Inclusion
In today’s world, candidates are looking for employers who prioritize diversity and inclusion. To turn them away, make it clear these aren’t priorities for your company. Whether through an all-male interview panel or a complete lack of any diversity in your hiring materials, it’s an easy way to signal that your workplace might not be the most welcoming.
Conclusion
Of course, we’re being a bit tongue-in-cheek here. But the reality is, these common missteps can cost you great talent. By avoiding these pitfalls, you can create a hiring process that attracts, rather than repels, the best candidates. Remember, a positive candidate experience not only enhances your reputation but also helps you build a stronger, more motivated team.
