How to Lose a Candidate in 10 Days

by Kimberly Kasper

From helpful advice to foreboding warnings, job seekers hear countless dos and don’ts when it comes to applying to, interviewing for, and nailing down a job. It makes sense: we’ve all been through the process, and chances are, we’ll all do it again. Having a plan in place — and a backup plan, in some cases — is not only helpful, but strategic when on the job hunt.

But with all these words of encouragement floating around for job seekers, the same kind of advice simply doesn’t exist for recruiters. As a result, it’s easy to mess up. The initial candidate experience is a crucial piece of long-term talent relationships that are developed during the hiring process. If we don’t get it right, we run the risk of losing a potentially successful hire. Here’s a look at how 10 short days and a few wrong turns can quickly send a candidate running for the hills, and how you can avoid these issues and make your talent search a success.

Day 1: You post an inaccurate job description.

When the engineering department sends you the requirements for an open position, what’s the harm in embellishing a little? The answer: a lot. All inaccuracies will catch up with you in the end, which doesn’t come across favorably to candidates. Plus, if you’re not up front about exactly what you’re looking for, you’ll simply end up with ill-fitting employees down the line.

Double-check job requirements before posting, and ensure you’re communicating job requirements clearly to avoid any misunderstandings. Finding out whether a candidate is fully equipped to fill a position early on saves everyone’s time.

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