Ask any group of current job seekers about their experiences and you’re likely to hear some tales of disappointment. Even highly skilled professionals are reporting that their search for a new role has been punctuated with roadblocks and stumbles.
Sure, the market is highly competitive and great opportunities aren’t always plentiful, but some commonly encountered issues are often raised. A recent Forbes survey identified job seekers’ top three greatest sources of frustration.
1. Not responding to applications, even after an interview.
Most job seekers put significant time and effort into preparing for a job interview--reading up on the company and industry, practicing answers to interview questions, and thinking about how they could best offer something of value. But when the interview is over, they often never hear from the employer again. Post-interview silence lacks an appreciation that the candidate is anxiously waiting for an answer…any answer. Employers owe interviewees a response…and the best way a company can tell candidates that it wants them to work for it is to show them. Create a hiring process that’s effective, efficient, and respectful of everyone’s time.
2. Convoluted and time-consuming application systems.
More and more employers are switching to automated online application systems that require candidates to type in each portion of their resume in tiny chunks. While this may make things easier on the employer's side, an overly tedious process alienates candidates and even drives away the best ones before the company even knows who they are.
3. The hiring process is way too slow.
Sometimes, inertia gets confused with caution! 73% of candidates stated that long and drawn-out procedures are the biggest source of frustration in any hiring process. In fact, many candidates feel long response times are even more frustrating than being rejected! In 2016, independent research found that 57% of Australian HR managers have lost a qualified candidate to another opportunity because of a lengthy hiring process, a figure that rises to 67% in large organizations. If communications move slowly and candidates are left in the dark for long periods you risk losing the best ones.
Does any of this sound familiar?
Here at AHP we understand the challenges facing both client and candidate during such an important time. Of course, finding the best person for their client must be the primary focus for any recruiter. However, from our point of view, this only increases our obligation to treat every candidate with respect and honesty…you’re an asset!
Let’s face it; the best employment agreements are negotiated between equals: the employer has a specific need…and you have the ability to address that need. Although the hiring process can sometimes be daunting, it’s important to remember that you have the solution to the employer’s problem. Actually, there are two interviews taking place when you both meet, with one side asking ‘Is this the right person for the job?’ and the other asking ‘Is this the right job for me?’
The AHP team will assist you through the entire process: we do the legwork, we have a direct line to the key decision-makers and we negotiate on your behalf. It’s our job to make things happen. And because we want to forge long-term partnerships, we can assist even after you’ve started your new role. We think it’s in everyone’s best interest to ensure all goes well.
By the way…all AHP candidate services are provided free of charge!
Give us a call. Your search for a new role doesn’t have to be a stressful one…The team at AHP knows you’re an asset and we’ll make sure you’re treated like one.