Job InterviewThere’s a job opening. Now what? Quick! Place some ads. Determine the job requirements. Study the candidate files. Write letters. Hold interviews. Select applicant finalists. During the course of the hiring process, HR managers face what appears to be a never-ending “to do” list. And where there is lots to do, lots can go wrong. This doesn’t have to be the case however. We have come up with seven brakes you should not apply, in order to have a successful application process.

1. Inconsistent company presentation

A company should also be consistent in job advertisements – as in other types of communication. Logos, style, texts, colors – all these components should be match the company’s general branded corporate image so that it is recognized by applicants. If, as HR experts, you only focus on the qualifications being sought and do not pay attention to formal aspects, this can slow down the hiring process.

2. Writing a job description for an “all-rounder”

Empty catchphrases which could ultimately cover any range of tasks make the hiring process less effective. A lack of details in an ad for a job can stop many interested applicants from even applying. This should come as no surprise: Nobody wants to buy a cat in a sack.

3. We’ll get back to you – well, maybe

If applicants receive no, or very late, replies to their applications, their interest in the position or an interview will dwindle. Such behavior on the part of the company not only appears impolite but also harms the company’s reputation.

4. Job interviews with no roadmap

Unprepared, unpunctual and unnecessarily lengthy job interviews can be turn candidates off and have a negative impact on your corporate image. With the persolog® Personality Factor Model or the Interview Guide contained in the persolog® Employee Integrative System, you have the tools you need to structure your interviews.

5. Unrealistic presentation of your company

Do not exaggerate your company’s strengths. It’s much better to present your company realistically and above all in a way that is traceable. Applicants also have other means available of finding out about the company.

6. Position filled. Sit back, relax

An effective and sustainable hiring process does not end when the contract is signed. Considering it finished at this stage not only slows down internal processes but can also result in merely short-term hiring success. For this reason, ensure that your new staffer receives sufficient initial training and support.

7. Ignore feedback

In order to retain new employees long-term at your company, you should find out their impressions and opinions after the on-the-job training phase is over. A feedback talk not only gives new employees the impression that the company is interested in their suggestions for improvement and takes them seriously. Such feedback can also contain valuable information for further personnel selection. At any rate, do not underestimate the post-hiring feedback process.