2023 guide to what frontline candidates expect from pre-hire processes
2 minute read
Posted by Emily Hill on 13 September 2023
Candid feedback often surfaces on platforms like Glassdoor, where candidates freely share their experiential discontent.
Some of these reviews can carry a real sting.
You can’t always please everyone. But it is important to be able to identify potential vulnerabilities within your pre-hire process to avoid unfavourable reviews that could potentially tarnish your company’s reputation.
What might be your company’s internal processes, may be off-putting for candidates and giving them a negative impression of the business.
So, we were curious – what do frontline candidate expect from recruitment processes in 2023
Harnessing the power of AI, we analysed 100’s of negative Glassdoor reviews for frontline roles such as those in hospitality, customer service, and fast-food, to understand what exactly fuels dissatisfaction.
Here’s the top 5 issues we uncovered.
1. Extended interview processes:
Candidates seem to value speed above all. Instances where interview procedures prove excessively lengthy or intricate in relation to the job’s nature seems to breed the most frustration.
2. Lack of follow-up perception:
Lack of follow-up not only leaves candidates in the dark about their application status but also sends a message that their time and effort aren’t valued.
3. Excessive paperwork:
Requiring extensive CVs, lengthy assessments, and detailed covering letters can frustrate candidates who seek a streamlined and efficient application process. The frustration stemming from cumbersome paperwork leads potential hires to question whether the administrative burden reflects the actual nature of the job.
4. Expectation misalignment:
In the world of frontline roles, where agility and adaptability are key, many candidates expressed frustration when facing interview questions that seem out of sync with the entry-level nature of the position. Redundant queries about prior experiences can lead to a mismatch between candidate expectations and the actual responsibilities of the role. This misalignment not only disengages potential candidates but also indicates a potential communication gap between the recruitment process and the role’s true demands.
5. Predictable questions that aren’t relevant:
When it comes to making a lasting impression, the questions posed during interviews wield considerable influence.
Interestingly, candidates often point out their dissatisfaction with commonplace and predictable interview questions. This insight suggests a desire for thought-provoking questions that not only challenge candidates but also provide them with the opportunity to showcase their unique qualities.
Need to revamp your pre-hiring procedure?
When it comes to selecting candidates for frontline positions, the inner workings of your process often remain hidden from their view. Coordinating interviews, evaluating resumes, and securing approval from hiring managers all happen behind the scenes.
Nevertheless, the candidate experience holds greater significance than ever before. If you find your process to be cumbersome and ineffective, chances are your candidates share that sentiment—even if they haven’t voiced their concerns on platforms like Glassdoor just yet.
In response, numerous businesses are turning to Realistic Job Assessments as a new approach to their pre-hire evaluations, especially for roles where traditional methods such as CV reviews, phone screenings, and game-based assessments are no longer as relevant. Realistic Job Assessments have demonstrated improvements in hiring diversity, reduced time-to-hire, and enhanced on-the-job performance. This, in turn, leads to lower turnover rates and more positive feedback about the hiring process.
Subscribe for insights, debunks and what amounts to a free, up-to-date recruitment toolkit.
About ThriveMap
ThriveMap creates customised assessments for high volume roles, which take candidates through an online “day in the life” experience of work in your company. Our assessments have been proven to reduce staff turnover, reduce time to hire, and improve quality of hire.
Not sure what type of assessment is right for your business? Read our guide.
Other articles you might be interested in
ThriveMap Shortlisted for Best Candidate Assessment & Selection Strategy at Talent Labs Awards
We’re thrilled to announce that ThriveMap, in partnership with Mitie and Equitas, has been shortlisted for the Best Candidate Assessment and Selection Strategy award at this year’s prestigious Talent Labs Awards. Why This Nomination Matters Prison officer recruitment is notoriously challenging. The role demands not only technical skills but also immense emotional resilience, situational awareness, […]
How Safelite reduced unfilled vacancies by 30,870 days annually in hard-to-fill roles
Some roles are notoriously hard to recruit. Not because the talent isn’t out there, but because what candidates think the job is… and what it actually is? Two very different things. This is especially true for operational roles like warehouse operatives, field technicians, contact centre agents, and carers, where high turnover is often viewed as […]
Becoming a Skills-Based Organisation? Here’s How ThriveMap Can Help
The way organisations hire, develop, and structure their workforce is changing. With job titles becoming less predictive of performance and traditional CVs offering limited insight, more companies are shifting towards becoming skills-based organisations. But what does that actually mean, and how do you get there? Let’s break it down and explore how ThriveMap can support […]
Candidates seem to value speed above all. Instances where interview procedures prove excessively lengthy or intricate in relation to the job’s nature seems to breed the most frustration.
