The GLBMW Business Services Team continues to work closely with area employers on the challenging task of filling open positions, often hearing employer frustrations about candidates failing to show up for interviews or – worse – accepting a job offer and failing to come on Day One.

At the same time, GLBMW program staff are aggressively working to prepare candidates to meet the needs of employers through training, workshops, interview preparation, and more. But, they, too are hearing tails of “ghosting” by employers.

A recent comment on Facebook reads, “Any local friends have connections to hiring managers in the area? I’m shocked how many applications have resulted in so few contacts/calls/interviews. Are companies not hiring?”

According to Forbes and other major business publications, job seekers have some valid concerns that, if fixed, might provide hiring managers with a competitive edge in today’s challenging hiring environment.

Here are some of the top job seeker complaints:

• Convoluted, glitchy and time-consuming online application systems
• Job descriptions with too much jargon
• Having to sit for too many interviews with too many people (one publication cited some positions requiring 6-10 interviews over 6 months)
• Lack of feedback and long periods of absence of communication
• No appreciation extended to applicants for their time
• Not updating candidates when hiring timelines change
• Low-ball offers
• Skilled positions offering lower wages than fast food wages

So, what can YOU do to win the hearts of potential new hires and recruit the best?

“Protect your brand during the hiring process just like you do in every other aspect of your business,” says Chris Rishko, CEO. “Project your company values with every human interaction.”

He suggests:

• Setting expectations for candidates by creating and sharing a statement describing your hiring process, along with basic dignities and fairnesses extended to applicants.
• Being up front about your timelines for hiring.
• Training people how to interview effectively to make the most of time with candidates.
• Establishing a formal “follow-up” process after interviews with thank-you emails, follow-up details, and any appropriate feedback.
• Being honest with candidates who don’t meet your qualifications. Tell them why. Discuss possible “gateway” jobs within your company that might get them in the door with opportunities for advancement.
• Referring them to GLBMW for assistance or skill assessments or if a candidate needs additional training or education to better meet your needs.