Hiring and onboarding aren't exact sciences because they rely, at least in part, on intuition and subjectivity, in addition to the credentials outlined in job seekers' resumes and cover letters. As such, things won't always go perfectly even with the qualified candidates whom you end up hiring.
Yet there are certain aspects of the hiring process that frustrate prospective employees more than others, and can sour them on a company's culture from the get-go, according to a recent Glassdoor poll. Identifying such potential trouble spots and implementing strategies to deal with them will mitigate the risk of starting off on the wrong foot in such a fashion, and can range from pre employment testing to improved communication processes.
Lack of knowledge angers applicants the most
The Harris Poll released a questionnaire on behalf of Glassdoor and elicited responses from 1,100 Americans either currently employed or actively seeking employment. Within this group, being left in the dark stood out as a commonality among the two biggest pain points among those who completed the survey: Exactly 50 percent of the survey's respondents said that not knowing what they stand to gain in terms of compensation and benefits frustrates them the most out of various potential issues.
An equal share of those questioned said employers' unexpected postponement or cancelation of interviews was one of the most irritating things to deal with, while 47 percent cited lack of a timely response as a frustration. All of these can be perceived as lack of trust in the applicant or lack of faith in the business's offerings, and cause workers to wonder what else might be wrong with the position. Even if they take the job out of financial necessity, such a bad beginning might spur them to leave as soon as possible.
Another survey, from the National Business Research Institute, noted poor communication as the biggest problem employees have with their existing jobs. In a nutshell, a failure to communicate can basically be a death sentence. To avoid it, start by being crystal-clear to applicants about exactly what's expected of them in the position as well as what they stand to gain in salary, benefits and career opportunities. A measure of their aptitude such as a specialized computer skills assessment may help stress the importance of the job and promote them to try harder. After hiring, maintain good communication with them while they're adjusting to the job.
Actively promote engagement among staff
About 70 percent of American workers are unengaged or actively disengaged in their work, according to Gallup. If you engage applicants in the initial interview, you're more likely to hold onto them for a longer period, so you should make the conversation an honest but not overly stiff affair. Also, offering perks like the ability to work remotely part of the time and use their own devices serves as another show of trust that can help promote better engagement.