Millennials like things fast and instant if possible, and traditional interview processes can cause them to lose interest and bow out even if the company is interested in them.
But are these thoughtful perks the tipping point between an “accept” and “reject’ for a candidate? Let’s look at the factors that cause an applicant to disappear, withdraw or have interview fatigue.
Long selection process
A typical selection process can include tests, panel interviews, face to face meetups, and even a chat with the higher-ups. While it is good for the candidate to meet the different levels of management, so many stages can end up taking a long turnaround time and cause interview fatigue.
To HR, the selection process in place is the company’s standard assessment procedure, but it can be seen as bureaucratic and red tape in the hiring process for the candidate. Also, requiring the candidates to prepare presentations can make them feel like they are doing unpaid work or mining for ideas and content.
To avoid losing candidates, HR can relook or redesign cumbersome processes and streamline the interviews. Open and constant communication also helps to keep the applicant in the loop and interested.
Set them up for success
Who the future colleagues are can make or break a candidate’s desire to work in the company. If an applicant accepts the offer, the hiring manager or supervisor has to get on board to provide mentorship and guidance.
Other than that, supervisors can help establish rapport between the team and ensure the first three months is mapped out properly with assigned projects and responsibilities.
It is also never too early to talk about career goals and progress. By keeping the conversation open, the manager can demonstrate a people-first culture and ensure new hires feel welcomed and valued in the team.
