There are several instances when prospective candidates are unhappy with how an employer chooses to make a splash in the market when initiating the hiring process to the actual interviews. We list 5 such instances and how employers choose to resolve the same.
Remember that as an employer within a sector, you are not unique and that there are hundreds of employers like you seeking like-minded candidates to fit relevant posts. How tactfully you deal with employee outrage and disappointments will mark you out as an employer of choice. In this instance therefore it is important to make your brand unique in the eyes of prospective employees. This can be done by sharing real stories of your employees on social media on how they have progressed within the firm, showcasing to prospects how your company actually cares for its employees and supports their initiatives to grow professionally within the organisation.
The usual gripe among prospective candidates arises on the question of salary expectations. Many candidates who feel they have done due diligence and seek an unjustifiable pay packet on a job offer need to be informed, albeit gently that their expectations just won’t cut it. As an employer you could generally agree with the candidate that the pay could be better and will be too, but that it needs to be earned. If you are fully convinced that the candidate is an excellent prospect for the vacancy at hand, offer the promise of a salary hike a few months down the line, and stick to your word. Make the candidate believe that he would be a valuable resource to your firm and he will relent.
A report by Glassdoor Economic Research reveals that the average hiring process in the US is 23 days and it can be almost double that here in the UAE. However there is a reason why companies take their time hiring an employee with the cost of a bad hire being about 30 per cent of that employee’s first-year earnings. As an employer reeling in a prospective candidate, it makes sense therefore to present your arguments to the employee and reassure him or her that they are on the shortlist.
Prospective employees can raise a stink on social media on employers cancelling interview sessions on a whim. Tackling this issue can be touchy for an employer hoping to maintain a reputation among his peers and the competition. The best solution when cancelling interviews is to do it as early in the job hiring process as possible so as to give candidates the time to look at other options.
Several instances exist of employers requesting prospective hires to get back on job offers in an unjustifiably short period time. Again, these are instances that the candidates can vent their frustrations on at a later stage on social media platforms, a risk that is not worth taking by employers. As an employer therefore, it makes sense to be reasonable when setting a time period for candidates to respond to an offer letter, a good option would be a week, allowing the candidate enough time to ponder on the objectives of the offer letter before taking a call.
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