…and how to avoid making them run away before they apply
In a competitive job market, the first impression you create during the recruitment process makes the difference between attracting a valuable candidate and losing them to another employer. A positive experience not only motivates candidates to move forward in the process, but it can also influence their perception of the company, even if they are not selected in the end. Their opinion is important and visible through online reviews and recommendations they make to acquaintances. Here are some things you may have overlooked in your recruitment strategy and how to improve them.
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Clarity and transparency from the first contact – No confusing or vague expressions Candidates want to know exactly what to expect. A job description that sounds like a horoscope (“we’re looking for an organized and dynamic person”) will make them move on. A well-structured announcement conveys professionalism and shows that you respect the time of those applying. Explain responsibilities and requirements clearly and realistically and, if possible, provide information about the salary package. A study conducted by OLX Business reveals that 37.57% of candidates consider it essential to know the salary offer from the very first interview.
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A simple and quick application process – Candidates run from bureaucracy If they have to fill in 20 fields just to send a resume, you’ve already lost half of the candidates. Top candidates invest time in preparing their applications, customizing their resumes, and attending interviews. Don’t waste their time with irrelevant questions. An intuitive platform that allows quick application with an attached resume will significantly increase the application completion rate. Also, an automatic confirmation message provides assurance that the application has been received and hasn’t been suspended in the virtual space.
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Effective communication: Ghosting is unacceptable in recruitment Not receiving a response after an interview is equivalent to a “we’ll call you” message that never comes. Prompt communication, even to inform a candidate that the process is taking longer than initially estimated, is essential for a positive experience. And in the case of a rejection, concise and constructive feedback can leave a better impression than a complete lack of response.
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A relevant and efficient selection process: Don’t make it an interrogation No one likes to feel like they’re taking an exam they didn’t know they signed up for. Interviews shouldn’t be a test of endurance. A good interview is a conversation, not a trap test. Candidates appreciate a well-organized process, where they receive details about what’s next and what type of questions to expect. An effective interview isn’t an interrogation; it’s a conversation where both parties can figure out if there’s a match between the candidate and the company. If the process includes too many stages, some candidates might choose a faster offer in the meantime. Ideally, reduce the process to 2-3 essential stages (screening, technical interview/testing stage, final interview).
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Organizational culture: Don’t promise unicorns & rainbows if it’s not the case An employer promoting a positive work environment and offering career growth opportunities will attract valuable talent more easily. Candidates are interested in real examples – stories of employees who have evolved within the company, training programs, and support for development. Vague promises and clichés like “we have a dynamic environment” or “we’re a family” without concrete explanations are no longer enough to convince them. Candidates are becoming more aware of what’s going on around them and are increasingly engaged when looking for a job. A study by the IBM Institute for Business Value shows that over 70% of employees and job seekers are attracted to environmentally sustainable employers, and 3 in 4 Romanians have observed discrimination in the workplace in the past year, to varying degrees. Therefore, candidates are looking for a fair and responsible work environment.
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A positive experience, regardless of the outcome – Keep the door open for future collaboration Not everyone will receive an offer, but that doesn’t mean you should completely ignore rejected candidates. A thank-you message and decent feedback could make them apply again in the future. Even if a candidate isn’t selected, the experience they have during the recruitment process can influence their long-term perception of the company. According to SHRM, 58% of candidates say that a lack of communication makes them less likely to apply again. A thank-you message and brief but relevant feedback show respect and professionalism. On the other hand, a lack of final communication can leave a negative impression, which could reflect on the employer’s reputation.
In conclusion, a clear, fast, and friendly recruitment process is the recipe to attract the best candidates. Offer transparency, communicate effectively, and don’t complicate things unnecessarily. After all, recruitment is like a first date: if the first impression is bad, you won’t get a second chance. At Valoris HR, we specialize in connecting companies with qualified talent for middle management and specialist positions. With a candidate-centered approach and special attention to detail, we help you improve your recruitment process and strengthen your employer brand. Are you ready to see how a customized recruitment strategy can transform your process? Contact us today and let’s discuss. We’re here to connect the right people with your company.
📢 What would you change in your recruitment process to attract the best candidates?
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