Ten reasons why nobody will work for you
Earlier this month we discussed 10 reasons why no one wants to hire you and last week we discussed why your employees are leaving you. But what if you can’t even get them to accept your job offer in the first place? This is often the case in high demand fields such as engineering and programming, where the talent pool is smaller and the competition for that talent is greater. After asking several people across a variety of industries why they turn down job offers, some themes started to emerge. Here are the top 10 reasons why nobody wants to work for you.
Location, location, location
The past couple of years have seen a trend of companies moving or opening their headquarters from the suburbs to major urban centres. Talent, especially of the younger variety, is becoming less interested in long, draining commutes that impact their quality of life. Attracting and retaining fresh talent often means being where they are.
You’re not competitive enough
Companies must be aware of how their competitors are recruiting, what they’re offering, and then, at minimum, matching that.
Your employer brand isn’t strong enough
Employer branding is becoming a “must” in terms of a company’s overall strategy. Have your company’s leaders established a recruitment vision for the company to strive towards?
Your employer brand and your talent brand aren’t aligned
What your company’s leaders perceive their workplace to be like, and what your employees and other stakeholders actually experience, can be two completely different things. If one of your employer brand mandates is “excellent work-life balance” but it’s well-known that employees are regularly working 12 hour days, you could be damaging your employer brand.
You’ve violated basic laws in the interview
If in the interview, you’ve asked inappropriate or offensive questions, then you’ve put off the candidate right out of the gate. They’re probably thinking that if you have the audacity to ask illegal questions during the interview, then actually working there could mean more unethical situations.
Your job description makes you sound boring
Of course, honesty is the best policy when it comes to letting candidates know what their duties are, should they be hired. However, even the most interesting job can sound dull if not much effort is put into the job description. Writing a compelling job posting can make all the difference in attracting candidates.
You’re asking for too much
You’re hiring for an entry-level position, but require the individual to have an MBA, speak five languages, know how to code in Java, be proficient in Photoshop, and type 300 words a minute? If you’re asking for an unrealistic amount of qualifications, some of which aren’t even necessary to do the job well, then you could be turning way qualified talent without even realizing it.
Nobody’s heard of you
If you’re a smaller business, or a company that doesn’t not have a well-recognized brand, that’s okay. Ensuring that you develop a solid employer brand, starting with a great website and presence within your industry will help job seekers learn more about you, what you do, and what you have to offer.
You’re not offering enough
Speaking of offers, maybe you’re simply not offering enough, compared to similar roles at other companies. The salary could be too low, or lacking benefits and other perks.
Negative work environment
Studies repeatedly show that the working environment is the most important thing that candidates consider when evaluating a job opportunity. Thanks to the internet and social media, alongside good old word-of-mouth, potential candidates can quickly discover if your company, or a specific manager, has a bad reputation.
Hiring the right candidate is challenging enough, but if you’re not attracting job seekers at all and are unable to develop your talent pool, then it becomes even harder. Take an honest look at your company, brand, and job description to make sure that you’re addressing any issues that could be repelling the talent you want.
Category: Help & FAQ's, Hiring Advice, Recruitment Challenges, Small Business,