Ghosting Candidates:
We know how it feels to be ghosted by a candidate, but when you pull the disappearing act, the damage is even scarier.
When a business suddenly cuts off communication with applicants after an interview, it leaves them feeling confused, disappointed, and spooked. Candidates invest their time and energy into the process; therefore, ghosting candidates reflects negatively on your brand, as they are more likely to share negative experiences on social media and review platforms.
Hiring energy vampires:
Bring in the wrong candidate, and suddenly your team meetings feel like midnight in Transylvania. A toxic employee can reflect badly on the culture in the workplace, leading to disengagement, high turnover, and dissatisfaction. This can be caused by complaining, undermining others, or refusing to collaborate. To combat this, use a mix of behavioural questions, personality tests, and most importantly, garlic! Bleh bleh bleh
The Zombie CV:
Do you have CVs that keep crawling back from the grave? These zombie CVs refuse to stay buried, shambling into every recruitment round no matter how many times you’ve ruled them out. They stagger in looking alive, but on closer inspection, there’s nothing fresh beneath the surface. Instead, they drain your time as you review the same unsuitable applications again and again. Like the undead, they create false positives: candidates who appear active but lack the real drive or qualifications to thrive. Often, their inconsistent stories raise red flags about honesty and reliability.
Outdated web of processes:
Still trapping candidates in a tangled cobweb of 10-step applications and month-long interview marathons?
Some companies still rely on lengthy, outdated application forms and slow multi-round interviews. In today’s competitive market, this can send top applicants crawling straight into the webs of your competitors. To avoid this, use simplified and modern forms of applications, speed up shortlisting, and keep decision-making timelines tight.