If you’re having trouble finding and recruiting talent, the problem might be you (or your company).
But sometimes it’s difficult to spot something right under our noses, which is why some of the company behaviours that turn off potential candidates can often go unnoticed for long periods of time.
Fortunately, once you know what the problems are, you can start moving towards fixing them.
All things being equal with good salary and benefits, here are three reasons candidates might not want to work for you.
Bad online reviews. You know what smart people (a.k.a. the people you want to work for you) do before they apply for a job? They Google the company. And you know what they find? Online reviews! Your current and former employees can go online to sites such as Glassdoor, and talk about the things they like and hate about working for you. They can say whether their boss is a great leader or a jerk, whether they see the company as growing or shrinking, and pretty much convince people to work for you or not work for you. It’s awesome. Because it saves (smart) people the headache and heartache of winding up working for a terrible organization. But it’s not awesome if that terrible organization is yours.
The fix: Be a better place to work. Read the reviews, learn from what they’re saying, and make changes. Don’t dismiss what your employees are saying as sour grapes, or untrue. Find the problems, and fix them.
Bad candidate experience. We give a lot of advice to candidates here at Career Beacon. We tell them to prepare for the interview, do their research, be nice to everyone in the building, dress appropriately, arrive on time, follow up with a thank-you note, and basically do all the right things in order to land a job. Then what happens? They show up to the interview and the interviewer isn’t there yet. The interviewer then saunters in a half-hour late, starts reading the applicant’s resume – which they are clearly looking at for the first time – and asks a bunch of boring, predictable questions. They’re distractible, impatient, and unable to answer the interviewee’s questions about the role. And then, after the interview, the candidate waits for weeks but never hears back about whether they got the job or not, until they finally give up and move on. You know what these people are not going to tell their smart, talented friends? They’re not going to tell them to apply for a job at your company. They’re going to tell them to run as far as they can in the other direction.
The fix: Examine your hiring process to see if there are managers who are failing in this area. Then work on retraining or replacing them. This may become a hard reality check. Your management team, or your own management style, may be turning off the best and brightest. But it’s better to face the facts and make the necessary changes than to wait while your company dies a slow death.
Location, location, location. You’re just too far away for people to get to without a long and difficult commute. They’d like to work for you. You pay well, you seem like an OK company. But the commute! It’s too much. Nobody wants to spend more than an hour traveling each way to and from work. But great news! They might not have to.
The fix: Let people work remotely. With today’s technology, including VPNs, there’s often no reason someone has to be physically present in the workplace. This is something with which many managers struggle because they feel that if their employees aren’t in the office, they can’t properly manage them. But is that true? Or are your employees’ autonomous adults who might be able to manage themselves and do what needs to be done?
Finding top talent and getting them to work for you can be hard. Don’t make it harder. Make a few changes and you might find they’re knocking on your door.