When it comes to building a solid employment brand, there are some important steps to take. In last week’s blog, we doled out three pretty significant ones. However, it’s vital we reiterate that no recruitment process is complete without a specific focus on highlighting your company’s culture. Presenting your business as a place that respects and values its employees is of paramount importance.

Never forget that your brand is on the hot seat just as much as each candidate you interview. To impress the best available talent enough to get them to want to work for you, you have to adhere to some recruitment do’s and don’ts. Since last week’s blog represented the do’s, we figured it was time to unveil some don’ts. The following are some recruitment no-no’s you should avoid at all costs!

Leaving your candidates hanging.

There’s almost nothing worse for a job seeker than the proverbial wait-by-the-phone to learn whether or not a position was secured. We’re aware that it can be an uncomfortable feeling having to tell a great candidate that he/she didn’t get the job. However, it says a lot (of bad things) about your company if your candidates never receive any calls at all. Don’t show disregard for the time spent and the efforts made by your candidates. Get back to them regardless of the news.

On LinkedIn, Jennifer Kim insists that employers avoid not following up and leaving candidates in the dark. “Acknowledge that rejections are miserable, but a necessary part of the process,” she encourages, “For candidates, bad news is better than no news: they’d much rather know that they’ve been rejected rather than get strung along indefinitely.”

Neglecting your company’s online presence.

Although we don’t have to remind you it’s 2019, we do have to highlight the fact many job seekers conduct a lot of online research before sending in their applications. How does your company website measure up to others? When you’re trying to lure top talent to your organization, it’s imperative that it is represented by a high-quality online presence. As Mark Moss explains on NowBlitz.com, when applicants research your company, they look at your website first.

“You want to give them the best first impression,” he writes, “Make sure that your company’s social media is engaging and that your website is up to date before you start recruiting. Have a careers page on your website that shares career opportunities or even testimonials from current employees that describe why they enjoy working there. Also, make sure other websites like Glassdoor have your company’s current information to boost your attractiveness.”

Using gender-specific language.

Did we mention the year is 2019? Not that it ever was, but showing gender bias is definitely not acceptable in any way these days. In your job postings, be sure to use phrases such as “he/she” when describing the applicant for the role you’re offering. You don’t want to alienate anyone from applying to your company.

“Be sure not to use gender-specific language,” explains Workforce.com in a 1998 article, “Obviously, you want to avoid phrases like ‘the right man for the job’, but even commonly used words like ‘repairman’ can cause problems. Also, avoid more subtle references to gender, such as in appearance and apparel. (‘This job requires that you provide your own tuxedo’, etc.)”

For more expert recruitment advice, contact Hire Value Inc. today!