The perfect candidate is every recruiter’s dream. In reality, in the labor market, IT has to compete for every experienced candidate. Therefore, many factors have to be taken into account in the search and selection of specialists. We conducted a study and found out what «fatal» mistakes can make recruiters when communicating with IT specialists.
Main impediments to recruitment
Of course, it is possible to prepare a «fat» spread on the upper edge of the market with an exhaustive set of pluses and beneficiaries, but it is necessary to remember – the important role played by the impression that the candidate received from the selection process and communication with company employees. If the candidate feels disrespected by his time or unprofessionalism, then a second chance will be difficult to get.
What factors become a «point of no return» for applicants? We interviewed more than 400 specialists among which 59% Senior-specialists, 27% – Middle, 9% – Junior, and 5% – Lead. According to the rules of the survey, you could choose any three answer options.
As a result, received Top mistakes made by recruiters in their work:
1. Lack of feedback
«In case I receive a refusal, often the recruiters do not know what to at least notify about this refusal»
«I was contacted by HR from a large bank, told about the work so detailed and interesting that I agreed to take a series of interviews. Then I did not look for a job, but agreed because of the nice conditions. And when I began to study the information received, I realized that everything is too difficult, I do not have time and motivation to prepare for such an interview. The day before the appointed time I honestly reported it to the recruiter and did not receive a smiley in response! This left a residue not only on the person, but also on the company as a whole»
Lack of feedback after the interview annoys two thirds of all interviewees. This item is rightfully ranked first in our anti-rating. Imagine: the candidate spends time preparing, answering questions, maybe even putting off their tasks for an interview. And in return you get silence, which is perceived as disrespect for effort and time.
Even if you decide to refuse, just report it. This will not only preserve the company’s reputation, but also leave the door open for future cooperation.
2. Calls instead of messages
«They hate calls from recruiters, especially when I didn’t even post my resume publicly. I may have other urgent business at this point, and they pull me out of it»
42,9% candidates are annoyed by unexpected calls. They are perceived as an invasion of personal space and cause unnecessary stress. In addition, calls from an unknown number can be received with caution and read as spam. According to Kaspersky Who Calls, more than 90% of Russians in 2024 faced spam calls, and more than 60% received calls from fraudsters. Messengers allow the candidate to analyze the request and respond at a convenient time. Do you want to attract the attention of the developer? Better write to him and specify the convenient time for calling.
It is also better to approach the messengers wisely. In our experience, applicants see WhatsApp only as a tool for communicating with their elder relatives, and they use Telegram in their daily lives. So if you want to increase your chances of success – chat in TG your friend.
3. Limited job information
«I refused the interview, because in the job description there was not a word about the project. Why waste time if even the recruiter does not know who he is looking for?»
Scarce information about the job, company and selection process became the third most annoying point – reported 38,1% interviewees. «We are looking for a developer. We have a great project. Salary – according to the results of the interview» – such description of the job path to failure.
Experienced professionals want to know exactly what they will do on the project, which technologies to use and in which team to work. As a result, the candidate remains in doubt and continues to search for a better place.
4. Unmatching of vacancies
33.3% of surveyed IT specialists said that recruiters do not check the level of competence of the candidate when sending vacancies. For example, when the stack of technologies in the resume and vacancies overlap by no more than 20%. Or quite «hard» case – the proposals of Middle or, worse, Junov positions to the lords.
Of course, no one cancels the human factor and mistakes due to inattentiveness. But sometimes, inexperienced recruiters think that «can fail». However, this approach is unproductive and, at best, may cause mild bewilderment.
5. Recruiters ask technical questions that are not clearly understood
When the recruiter does not understand basic terms or confuses technology, it looks at least strange for IT professionals – 33.3% of respondents noted this fact. Candidates are able to quickly «figure out» that with them an unqualified person, who is difficult to assess their professional level.
This adds a bit of awkwardness and tension to the interaction process, as it directly affects its quality, as well as potential feedback to the employer.
But about very gross mistakes like incorrect pronunciation of technology names told everything 9,5% specialists.
What else irritates IT professionals
Of course, the lack of feedback or unannounced calls can hurt the company’s reputation badly and immediately. But there are a number of less obvious, but no less important points that can significantly spoil the first impression. For example, the candidate goes through several interview stages, spends time and effort, and in the final stage suddenly learns about the need to undergo a polygraph or additional testing. This not only puts the candidate in an awkward position, but also makes you wonder: what details are still hidden from me and can be hidden in the future.
Another problem reported by specialists is slow communication:
«The most annoying thing that was – talking about a job, interviews one message a day. In the end, it took a week to find out the details, and I was eventually transferred to another HR who asked exactly the same questions.»
Here you can also note the questions not related to the topic, about which more than 28% of respondents told: about hobbies, plans for the future or even a zodiac sign. And, on the contrary, too formal communication when recruiter strictly follow script, not showing genuine interest in the candidate, also scares applicants. The candidate does not feel like a unique specialist, but as one of many, which reduces his motivation to continue interaction.
It is important to strike a balance between sincere interest and professional ethics, so as not to be like a robot but also to look like a person who does not see personal boundaries.
The recruiter’s lack of information about other vacancies, team or product plans can also be a source of frustration. When a candidate asks about the possibilities of development or characteristics of the project, and in response receives only «I do only this position», it indicates insufficient preparation and lack of interest to the needs of the applicant. Furthermore, 28,6% experts noted that often face the same offer from different recruiters of the same company, and sometimes from the same one with a certain interval.
Instead of withdrawal: the main instrument recruiter – empathy
The causes of irritation specialists can be much more. In fact, it is a very individual story where it is difficult to account for absolutely all the facts. However, it is important to remember that The recruitment process is, first of all, an opportunity to show the candidate that he will be valued and respected in the new company, and it starts with the recruiter.
Therefore, it is important to carefully prepare for meetings, expand their level of competence not only in selection, but also in the technical component and do not forget about the main tool of all who work with people – empathy.
Even if the candidate does not come now, he may recommend your company to friends or come back later, and if you spoil the first impression, there will be no chance.
In our TG-channel we regularly publish useful and interesting materials that will help you immerse yourself in the world of IT-recruitment and get your skills.
