5 Terrifying Ways You’re Spooking Away Candidates

October 28, 2016
Guest Post
Friend of Drafted

Spiders. Ghouls. Zombies. Poorly personalized InMails. While Halloween is a time to delight in fright, there’s nothing more terrifying to a People Team than spooking away the perfect candidate. This Halloween, while you’re pushing to fill your 2016 headcount, make sure your teammates aren't scaring off the warm, delicious bodies… er candidates... you’re bringing in for interviews.

Here are the 5 ways you're spooking away candidates.

Zombie InMails

1. You’re sending Zombie InMails.

There’s no worse turn-off than a poorly researched, poorly executed InMail to a candidate.  If your recruiter is sending cold outreached that could have been penned by the walking dead, you’re likely missing out on 100s of candidates who will never enter your pipeline. Even worse, they just had a poor interaction with your employer brand. Take time to train your team on the most effective outreach techniques, including targeted research and personalization, and using their network to get email introductions.

Culture pitch

2. Your culture pitch hasn’t been boiled down to a magic potion.

You’re lucky enough to get a candidate to say yes to a phone conversation, and they’re excited about the role on your team. After discussing the role, the candidate asks your recruiter about the workplace culture. Your recruiter shares their personal experience: How they like playing ping-pong at lunch and drinking the beer on tap. The candidate is never heard from again.Make sure you have an executive team-approved “pitch” on your company values, and that your recruiting team can casually articulate those values at any time. You work hard to build a culture and brand that employees want to participate in. Make sure you always put your best foot forward when a candidate asks, “What is it like to work at [your company]?”


3. Your roles transform into monsters.

Talk about a terrifying tale: A candidate applies for a role that's a perfect fit. They talk to your recruiter and agree that it makes sense for to come in for an interview.

Then, somewhere along the way, the role undergoes a hideous transformation. It shifts from a team-lead to an individual contributor, or the hiring manager decides to blend two roles, adding extra skills and responsibilities to the current req.

In any instance, the candidate is standing face-to-face with a franken-role that they never signed up for. And in their mind, it's your team of mad scientists that manufactured this monstrous mistake. As soon as they break free from your evil laboratory, they run screaming into town to warn the other villagers.

Make sure your recruiting team and hiring managers establish the exact skills required, experience, and responsibilities for a role. Stick to it. If priorities change revisit the open role and decide what to do as a team. Be as transparent with candidates as early as possible. Stitching and bolting a new role together is sure to have unwanted side-effects for everyone.

HauntedHouse House

4. Your interview process is a haunted house.

You and your candidates never know what’s lurking around the corner!While you trust that your hiring managers and their employees won’t ask truly terrifying questions (“So, have you always had that mole?”), you don’t have standard interview protocol. You haven't trained employees on the proper way to conduct an interview. They’re allowed to “spook” interviewees with any question, at any time.

After spending hours on edge, in a dungeon of wandering questions, your candidate leaves exhausted and vows never to enter that house of horrors again.

Ghosted Ghost

5. You "ghost" your candidates.

After a great on-site interview, your candidate leaves your office elated. They contact the other companies they’re speaking with and pause interviews. This is it.

Your team, on the other hand, is putting out fires and finalizing interviews with a few other candidates. They’ll get back to him as soon as you can. Hours turn to days, days turn to weeks, and like a cold chill that creeps slowly up your spine, your candidate becomes haunted by one singular thought: Your team ghosted him.

After a few attempts to reach the hiring manager and your recruiter, the candidate gives up. After all, you should be pursuing him. He searches for other roles and is never heard from again. Quoth the candidate, “Nevermore.”

No matter where you are in the hiring process, make sure that you're communicating often and honestly with candidates. If there's a delay on your end, don't wait for a resolution, instead communicate the delay and an expected timeline — and ask the candidate if a little more time in the dark is too scary to handle.


About Drafted

At Drafted, we believe that your company network is your single biggest competitive advantage when it comes to hiring. Our mission is to make it easy for you to leverage your network in the hiring process to find the best candidates. Your network is already powerful, it’s just too much work to make it a priority over the day-to-day of recruiting. Companies that use Drafted see their employee referral numbers go up by 2x, their time to hire drop by 30% and their overall hiring efficiency increase significantly within just a few months.