Hiring managers, recruiters, and employers see a lot when they’re busy interviewing candidates for a position. Finding top talent is always a challenge and these professionals spend an inordinate amount of time on the candidate selection process. It is inevitable during the rigors of hiring that we run across candidates that simply aren’t a fit. Sometimes it’s sad, sometimes it’s funny, but it’s always frustrating when workers are simply not prepared or a good fit for the role they’re applying for.
Here are some of the biggest candidate turn-offs that we consistently hear hiring managers complaining about during the recruiting process.
Ill-Prepared or Completely Clueless Candidates
How many interviews have you conducted where the candidate didn’t realize what kind of job they applied for? We’ve all seen it. Hiring managers discard countless resumes that don’t fit the position well before the actual interview occurs. But if the candidate does the interview, there is always at least one in the pool that clearly failed to research your company or review the ad they applied for before showing up for the interview. It’s just bad form not to be prepared in these situations.
The Candidate Who Can’t Follow Directions
What if your job posting says to apply online, and the candidate fails to complete the form but still sends a resume? Or, if you ask for a specific subject line in the application email, but the candidate leaves this requirement out? What if you ask for a resume in Word, and it comes in a PDF? These instructions are one of the ways we screen for potential candidates, and far too often, workers fail to follow even simple directions during the application process. If a candidate fails to follow directions, how likely will they fail to follow a manager’s instructions when they’re hired?
Resume Fibbing
How many times do you see employment histories that don’t quite match what you discover during the background check? It may be tempting for candidates to fudge dates a bit. But truly, it’s standard to check these things, so even if the slip was inadvertent, it casts doubt on the integrity of the candidate. In fact, it may even be the red flag that keeps the candidate from receiving an offer of employment.
The Overly Aggressive Candidate
The hyper-relentless candidate can be just as disconcerting as the candidate that ghosts the employer. But both are equally bad form. Sometimes there’s a thin line between being eager to get the job and stalking. Constant voicemails, persistent emails, social media contacts; most hiring managers and recruiters have seen it all. We’ve even seen candidates show up at a restaurant or hotel to check on the status of their job application. It’s a bad idea to interrupt work to inquire about an online or in-person job application because it disrupts the normal flow of business. If a candidate doesn’t use their common sense and professionalism during the application process, it’s unlikely that they will have the emotional intelligence needed later to handle a disgruntled customer.
For hiring teams frustrated with the quality of their candidate pool, the hospitality recruitment experts at Gecko Hospitality can help.
