There’s no denying the real struggle in finding great talent. Companies are putting more and more effort into how they find, attract, and hire the employees they need. They do the best they can to create the perfect employer brand that job seekers just can’t resist. There’s just one problem: Job seekers now do copious amounts of research before they even consider working for a company.
The 2016 CareerBuilder Candidate Behaviour study found that only 36 percent of job seekers apply for a job without looking into the organisation first. While this means they’re more likely to learn about all the great things your company has to offer, it also makes it inevitable they’ll find any skeletons you have hidden in your closet.
Poor management, a less-than-outstanding company culture and an outdated benefits package are among the things they’ll sniff out before the interview. And the more you try to downplay the negative aspects of your organisation, the worse it’ll be when they discover the truth.
It’s better to be open and honest from the beginning instead of trying to hide information. Because, if there’s one thing for certain - job seekers will always figure out these little company secrets:
-
High turnover.
A 2015 CareerArc survey found that 62 percent of job seekers turn to social media to learn about a company’s culture. Unfortunately for organisations with a high turnover, unhappy employees often vent their frustrations on social media. This makes it easy for candidates to find out how many people have left — or want to leave — the company.
Poor employee retention is a red flag for job seekers. If they see employees running from your company, it tells them there are workplace issues. Instead of letting them imagine the worst about your company, get ahead of the situation.
Be honest about why so many employees have left recently. For example, maybe you’ve had a string of new employees who didn't fit in culturally. Let them know you’re aware of the issue, and more importantly, what you’re doing to fix it. Tell them about the plan that is in place and how you’re progressing, so they are assured that the situation is improving, not getting worse.
-
Uncompetitive salaries.
It would be wonderful if we could pay every outstanding candidate who comes our way exactly what they want. But, that’s not always possible. To hide the fact that their salaries are below average, many organisations avoid the subject altogether during the recruitment process. They quote vague salary ranges, and candidates quickly begin to suspect the offer they’ll receive might not be anything to write home about.
But here’s the interesting thing: CareerBuilder’s Candidate Behaviour study found that 77 percent of candidates will accept a lower salary after a positive recruitment experience, and a 2016 Payscale report found that 82 percent of employees would actually be happy with a lower-than-average salary as long as they were given the reasons why. That’s how much employees value salary transparency.
Have clear criteria for how pay is determined and be open and honest about it with candidates. Explain why certain skills attract higher salaries than others, so they know you’re not just under-paying them because you don’t appreciate what they’re worth. You might be surprised how much they thank you for your honesty.
-
Lack of career opportunities.
Understandably, candidates’ professional futures are important to them. In fact, a 2016 LinkedIn survey found that 43 percent of people have left a job because it lacked opportunities for career advancement. So they want to be sure that any new company would be able to offer them that potential.
And don’t think you can hide your lack of career development opportunities until after candidates are hired. The same survey found that 26 percent of job seekers talk to current employees before deciding to accept a job. With one question they can find out the truth about how much you focus on employees’ futures.
If your employees feel there’s no room for career advancement, that’s a topic for another occasion. When it comes to job seekers, however, the best thing to do is to discuss future options during the recruitment process. Talk to them about their professional goals and let them know if and how they can achieve them within your company.
-
Bad leadership.
Nothing has a more negative effect on a company than poor management. A 2015 Gallup report found that 50 percent of employees had left a job because of a bad boss. And thanks to employer review sites like Glassdoor, it’s now easier than ever for job seekers to find out the truth about a company’s managers.
If you’ve been plagued by bad employer reviews online, don’t pretend they don’t exist during the hiring process. Give candidates the chance to meet and spend time with prospective managers so they can form their own opinions on whether or not the management style is right for them.
Candidate experience is incredibly important when it comes to attracting talent. And if you’re anything less than honest with your job seekers, they’ll figure it out. So you have to ask yourself if it’s really worth telling white lies.
What are some other lies that can spoil the candidate experience? Share in the comments below!
Leave a Comment