7 Actions that Hurt your Employer Branding

Whether it’s a haughty attitude shown to a candidate or a lack of discretion during the recruitment process, here are 7 actions that could harm your employer branding.

1. Having the wrong attitude

Some companies don’t seem to understand that they no longer have the big stick when it comes to recruiting. In many fields, there are simply more open positions than there are talented candidates to fill them.

A company that behaves as if it is doing a favour for a candidate that it has invited to an interview is starting off on the wrong foot and hurt your employer branding.

2. Lacking discretion

When a professional submits his application to a company, he expects that the company will keep his information confidential. However, sometimes candidates send in their CV to a company, but are then contacted by another company… Such a lack of discretion is unforgivable.

3. Casting too wide a net

Because of the shortage of labour, it is tempting for a company to lower its hiring criteria. But this is not a good reason for poor targeting of candidates and calling in people who don’t have the right profile.

It’s fundamental to weigh a candidate’s experience and skills before making him travel to come for an interview. Otherwise, it’s a waste of your time and the candidate’s as well.

4. Calling people in when not ready to make a decision

Prospecting is one thing, but calling candidates in when there is no position to fill, just to fill your applicant pool, is to be avoided.

The last thing that you want to do is to create false hopes with a candidate and give the impression of a never-ending hiring process that finally fizzles out.

5. Courting your competitor’s staff

By attempting to hire a candidate from your competitor, you risk your reputation as well as plunging the candidate into a dilemma of loyalty.

When there is a desperate need for specialized expertise, it is best to work with recognized and experienced recruiters. They will be the ones who will take responsibility for contacting the type of candidate sought.

6. Improvising

On the day of the interview, any gesture of improvisation will give the candidate the impression that you are not to be taken seriously: being late, being discourteous, forgetting his name, hard-to-keep salary promises, etc.

7. Maintaining radio silence

Finally, a company will show that they are serious by taking care to close each file. By calling back all the candidates who presented themselves for an interview, you will avoid any of them complaining on LinkedIn that they have been left in limbo! Maintain a professional image on social media is also important for employers and their employer branding.

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