You need strong hiring practices to identify, recruit and hire the best talent in your industry. However, as experts in executive search in Toronto, we’ve seen many companies using hiring practices that are less than efficient. Some are downright bad hiring practices, while others could simply be cleaned up to have better results. Below, we’ll share the results of our recent poll and then discuss the top 5 bad hiring practices employers should avoid.
Poll results: The worst hiring practices employers need to avoid
According to our LinkedIn poll, ghosting is the worst hiring behaviour by employers. 59% of respondents chose this option. Too many rounds of interviewing was a distant second, followed by vague job descriptions and ignoring internal candidates. Here are the results:
What are the worst hiring practices? You should avoid these 5 things
1. Ghosting
Ghosting is one of the most frowned-upon hiring practices. There have been way too many stories of candidates being asked to complete assignments or work (for free) only to never hear from the employer. When this happens, candidates feel as though they were taken advantage of.
It shows a complete lack of respect for someone’s time and effort. If you do it often enough, it can hurt your employer’s brand, which could lead to fewer people trusting your brand and applying for jobs.
2. Too many rounds of interviews
It’s all too common for candidates to go through multiple rounds of interviews, often rehashing the same topics with different people. When candidates are rejected after this lengthy process, it can feel like a significant waste of time for everyone involved. This inefficiency can give a poor impression of the company’s internal communication. A more effective approach would be to streamline the process by combining these rounds into a single session with all relevant team members present, making much better use of everyone’s time.
Read more: How Many Job Interview Rounds is Too Many?
3. Using vague job descriptions
Vague job descriptions leave too much for interpretation. Candidates want specific information about the jobs they want to pursue. They don’t want to invest time and effort into a role that is not what they thought it was once they get to the final stages of the interview process.
Check out: How to Write a Killer Job Description: A Checklist
4. Ignoring internal candidates
Many companies already have the talent they are looking for – internal candidates. However, all too often, they tend to put them aside for external candidates. People who work for you already know the company. They know how things work and they have a better understanding of how they are an ideal candidate.
5. Lack of transparency
Candidates deserve transparency about an organization’s intentions. Too many companies leave jobs posted all the time but are not necessarily hiring (check out our blog on Ghost job ads). If a candidate doesn’t cut it, they want to know why and what they can improve upon.
A final word from our recruiters about bad hiring practices
Efficient and respectful hiring practices are crucial for attracting top talent and maintaining a strong employer brand. Poor practices can harm a company’s reputation and hinder its ability to recruit effectively. By addressing these issues, companies can create a more streamlined, fair, and positive hiring experience that benefits both candidates and the organization. Investing time and effort into refining these processes not only helps secure the best talent but also builds a workplace culture that values and respects its people from the very start.
Check out our previous poll results
What Are Companies Still Getting Wrong with Employee Wellness Programs?
Is Your Company Spying On You?
Should You Share Interview Questions in Advance? Our Poll says “No”
