Key Takeaways:
- Job seekers strongly value transparency in job postings, with more than 60% wanting upfront information about salary, benefits, and working conditions before applying.
- Traditional recruitment practices like group interviews, several interview rounds, and corporate buzzwords are actively deterring qualified candidates from completing the hiring process.
- While about half of job seekers feel optimistic about their prospects, they face significant challenges in finding roles that match both their qualifications and financial needs, suggesting a disconnect between available positions and candidate expectations.
Although 51% of job seekers are optimistic about their chances of getting a job over the next six months, according to a recent Express Employment Professionals-Harris Poll survey, 49% are expecting challenges.
Job search difficulties include finding jobs that match qualifications (51%) and pay enough to cover basic expenses (44%). In addition, four in 10 job seekers struggle to stand out in a competitive market, especially Millennials and Gen Xers. Job seekers also worry about lacking the necessary skills (40%) and being underqualified (23%). And 34% believe employers only appear to be hiring; they’re actually just collecting resumes to review.
Not to mention, applying to jobs takes time, prompting candidates to be more selective about where they apply and how long they’ll engage in the hiring process. From outdated job posting language to lengthy interview processes, many common recruitment practices are now actively deterring qualified candidates — a concerning trend for organizations already struggling with talent acquisition.
Lack of information in job ads, certain buzzwords, and multiple interviews are off-putting
What keeps job seekers from applying to a role? And what sours a job interview experience? A survey from StandOut CV asked workers to name the biggest red flags that discourage them from applying to a job or completing the hiring process.
Many respondents said they’re likely to turn away from jobs that:
- Offer the minimum amount of annual leave allowance (66%)
- Require or heavily encourage promoting the company on LinkedIn or other social media channels (65%)
- Don’t disclose salary information (64%)
- Position the company as “like a family” (63%)
- Result in the applicant getting emails out of hours (58%)
Buzzwords in job postings can also discourage applicants, with the biggest offenders being “winner’s mindset” (37%), “hustle” (36%), and “work hard, play hard” (35%).
So what do job seekers want to see in a job listing? Primarily, they’re looking for clear information on qualification requirements (62%), working hours (61%), and benefits (56%) so they can make their decision quickly.
If they proceed to an interview, some of the most irritating experiences respondents cite include being in a group interview with multiple candidates (70%), being called the wrong name (68%), or having their name shortened without their permission (63%). In video interviews, candidates most dislike when interviewers speak to someone else during the interview (51%), have their camera switched off (48%), or have their family in the background (43%).
Candidates don’t want to waste time interviewing either — three in 10 job seekers said they’d withdraw from the hiring process after three rounds of interviews, and 23% would leave after four rounds.
Recommendations for recruiters:
- Prioritize transparency in job postings: Be honest about the employer’s hiring intentions and clearly outline compensation and benefits, required qualifications, and working hours. Avoid familial or overly casual company culture descriptions, as well as dated, off-putting buzzwords.
- Streamline the interview process: Keep interview rounds limited to three or less whenever possible, consider alternatives to group interviews, and ensure interviewers are trained on proper conduct for both in-person and virtual interviews.
- Update communication standards: Keep recruitment communications within business hours — most candidates don’t appreciate getting after-hours emails. Be sure to verify correct spelling and pronunciation of candidates’ names.
- Encourage feedback: Provide clear feedback channels for candidates to help continuously improve the hiring process.
Job seekers are becoming more discerning about where they invest their time and energy during the job search process. Organizations that prioritize transparency, respect candidates’ time, and maintain professional communication standards will have a significant advantage in attracting and retaining top talent in today’s competitive market.
