A poll carried out on 1,000 job seekers in the UK earlier this year has revealed the top frustrations candidates face when looking for a new role.

A poll carried out on 1,000 job seekers in the UK earlier this year has revealed the top frustrations candidates face when looking for a new role.

The most common answers include (multiple answers were allowed):

  • Slow feedback (52%)
  • Poor communication (44%)
  • Delayed decision-making (39%)
  • Multiple interviews with the same employer (35%)
  • Trying to keep track of various job opportunities with different employers (33%)
  • Difficulties scheduling interviews (23%)
  • Lack of transparency on rewards and benefits (19%)
  • Changing role requirements (16%)
  • Disappointment with contractual terms (15%)

When professionals are looking for a new job, they do so actively with almost half (46%) applying for ten roles or more at the same time. However, in a market where 93% of businesses say they find it challenging to source skilled talent, they need to act fast or risk losing out on great employees.

If you’re one to take your time when it comes to making a decision about who to hire, bear in mind that 71% of candidates say they regularly receive multiple job offers when searching for anew role. A recruitment process that’s long, drawn-out and lacks communication, is likely to see top candidates choosing to work for a competitor over you.

Aside from losing out on top candidates, a bad recruitment process can also damage your brand. 52% of job seekers surveyed said that they wouldn’t recommend a company as a potential employer if they didn’t receive a timely response about their status. 

What’s more, they’re then more likely to share their negative experience through word of mouth, on social media or in a Glassdoor review. This puts employers at risk of turning off an entire network of potential candidates and damaging their reputation.

What happens when things don’t go according to plan?

Sometimes, no matter how hard you try, the recruitment process doesn’t go according to plan. 

The key is to be as transparent as possible. Don’t just ignore candidates and hope they will still be available when you’re ready because even if they are, it’s unlikely that they’ll be so keen to work with you again.

Candidates will value any communication you offer them, even if you don’t have an answer. Be realistic with them about how long it will take to give them a definitive answer and what the next step is. As long as you keep the channels of communication open, they’re less likely to get frustrated with you and start looking elsewhere. 

If you find this is a common problem, it may be time to evaluate your recruitment process. You can do this by:

·     Identifying where things tend to break down. For example, are you struggling to get quality candidates through the door or does the MD have to have a final say on everything and this delays the decision-making process?

·     Expanding your resources – if you’re simply too busy to dedicate the time needed to recruitment, outsource it.

·     Being more flexible – are you too fussy about who you hire? While it’s crucial to take your time to ensure you hire the right person, if you never find anyone, you may need to be more flexible. If you’re looking for someone with five years’ experience but they only have three for example, in the grand scheme of things, this could still be a perfectly good candidate. 

If you would like help with your recruitment process, please feel free to contact Alpha and we will be more than happy to help.