Misconceptions when hiring talent (that sadly turn candidates off)

Published 18 October 2024 | 2 min read

In New Zealand's competitive job market, finding and keeping good talent can feel like a game of chance. Many businesses across the country find themselves with strong candidates only for those candidates to drop out midway through the recruitment process—snapped up by other companies.

The current job climate demands a strategic approach, but unfortunately, many hiring managers unknowingly commit blunders that push candidates away.

Cost of time and missed opportunities

It’s all too easy to fall into a cycle of prolonged hiring. At first, a candidate might not tick all your boxes, so you pass on them. But after six months of combing through resumes and interviewing others, you realise that the person you rejected could have been a solid fit. Meanwhile, the position remains vacant, causing strain on your team and your business operations. This "hiring paralysis" is common, and it’s a costly mistake.

Before you know it, you’ve spent half a year trying to fill the role without finding anyone. The frustration mounts, as you watch talented candidates get snapped up by faster-moving competitors.

Missteps driving candidates away

The crux of the problem often lies in the approach to recruitment. Businesses might think they're doing everything right, but simple mistakes can turn candidates off. Drawing on insights from Lily Shippen and SEEK NZ, several misconceptions and errors stand out as key factors that drive potential hires away.

1. Lack of communication: One of the biggest frustrations for Kiwi job seekers is silence from employers. SEEK reports that 70% of candidates are frustrated when they receive little to no feedback on their application status. Whether it’s a delay in responding or a lack of transparency, communication matters. Candidates want to feel valued, and keeping them in the dark sends the wrong message.
2. Inaccurate or misleading job ads: Kiwis value honesty. When a job ad promises inclusivity and flexibility but the reality doesn’t match, candidates see this as a red flag. It’s essential to be upfront about what your company offers. The same applies to salary transparency—jobs that include a salary range see a 54% increase in applications. Failing to provide clear information not only turns off candidates but also wastes your time filtering through mismatches.
3. Prolonged hiring processes: While you may feel the need to carefully evaluate each candidate, dragging out the hiring process can backfire. According to SEEK, 59% of job seekers are frustrated by slow recruitment. In today’s market, businesses that streamline their process are winning the talent war. If your process takes longer than two weeks, you risk losing candidates to quicker-moving competitors.
4. Overly rigid expectations: Being too selective in who you hire can be a major setback. Some businesses refuse to consider candidates without a degree or specific experience, but in New Zealand’s diverse workforce, this limits your talent pool. As Shippen points out, cultural fit and soft skills like communication and adaptability can sometimes outweigh technical qualifications.
5. Failure to address challenges: Candidates appreciate transparency about the challenges your business faces. According to SEEK, businesses that openly discuss their struggles are more likely to attract and retain top talent. Kiwis value honesty and candour—acknowledging difficulties can make your company seem more genuine and trustworthy.

Reconsidering your hiring strategy

For New Zealand businesses, there are compelling reasons to reconsider their current hiring strategies:

• 57% of job seekers find inaccurate information in job ads frustrating.
• 63% of job seekers are deterred by missing salary information.
• Companies that streamline the recruitment process are more likely to attract top talent, with the ideal recruitment timeline being 7–10 business days.
• Effective communication, cultural fit, and transparency during interviews make a world of difference in retaining strong candidates.

If these statistics tell us anything, it’s that Kiwi businesses need to realign their hiring strategies to meet the expectations of today's workforce. Top employers in New Zealand are focusing on clarity, communication, and candidate care—qualities that will attract the best talent.

Rethinking your approach to recruitment

The key takeaway for New Zealand businesses is that hiring is no longer about finding the "perfect" candidate who ticks every box. Instead, it's about creating a candidate experience that reflects your company’s values and culture.

Being transparent, efficient, and respectful in your approach will not only set you apart from competitors but will also attract the right people to your team.

By avoiding these common misconceptions and focusing on a thoughtful, strategic hiring process, you can ensure your business thrives in a tight job market.