02Jul

Hiring Etiquette: Do’s and Don’ts


The hiring process is – admittedly – a bear for managers. It’s time-consuming and arduous.

But enough about the hiring managers for now. Is it worth giving some thought as to how candidates are made to feel throughout the process too?

Here are a few things we suggest hiring managers consider avoiding during the hiring process to make the task as comfortable and streamlined as possible for future employees.

1.  Already having an internal candidate in mind

Don’t play with external people’s time and expectations if you are 95% confident that the role will be given to an internal employer.  It’s a massive time waster expecting candidates to tailor their CV’s, take time out to prepare and attend the interview and then dash their hopes when they’re told the position is no longer available externally.

2.  Waiting too long to provide candidate feedback

It is best practice to provide feedback within 24-72 hours –> anything beyond this is fairly unacceptable and does not leave you or the organisation in the best light.  There is also a high risk that the candidate will accept an offer with another company – talented individuals are snapped up fairly quickly in our industry so it’s really in your best interest to make a decision and provide feedback sooner rather than later. Providing feedback quickly is an opportunity to allow you brand to shine positively in the market place, which will mean a higher level of candidate engagement in the future.

3.  Not letting a job candidate know if he or she did not get the position

If a job candidate doesn’t hear from a company at all, he or she knows they don’t have the job. But it’s still disappointing and disconcerting not to hear anything. At the very least send out a general notice like: “Thank you for showing interest in the (POSITION) with (COMPANY). This letter is to let you know that we have identified our finalist and will not be moving forward with your candidacy.”

4.  Vague, misleading job descriptions

Don’t use a boiler plate when advertising your role. You need to be specific and spell out what the pre-requisites and “must haves” are so that you are not flooded with hundreds of CVs from unqualified hopefuls.

5.  Interview process is too long

The hiring process should not be more than 2 or 3 rounds, max. Of course it’s important to seek perfection and make 100% sure the applicant is right for the role and your organisation but simplify the process wherever you can. Competitive start-ups move quickly and if a candidate has an offer that suits their needs they will accept and move on. If your process is too long you risk missing out on top talent to more competitive Companies and will be seen as staid and process driven.

Hiring is a big deal and it’s important to find the best candidate for a position. But there are things that you, as a manager, can do to make the process easier for those hopefuls who are applying.

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