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Author: Eleanor McKenzie – Robocore Press Officer

What causes employees to leave?

There are many reasons for looking for a new job, but underlying most of them is a single cause: unhappiness.

Candidates entering the recruitment process frequently cite lack of appreciation or respect for work well done, false promises about a glittering future that never materialises, excessive monitoring of working hours, a toxic company culture and boredom due to never being allowed to perform to their full potential. There is also another: the salary and benefits are just not good enough.

As a result, candidates are already disgruntled, and then they hit the recruitment procedure, which presents them with another set of frustrations.

Essentially, there is a fine line between implementing job-relevant screening procedures and alienating the most talented job seekers due to stringent application requirements.

The recruiter needs to consider candidate frustration and at the same time streamline recruitment procedure as much as possible.

The main job seeker frustrations

You’ve taken the time to apply for jobs, but you hardly receive a reply, even if it is a rejection, is a frequent gripe amongst job seekers. Ideally, hiring managers, HR and recruiters should let candidates know that their application has been received, and also inform them if they are being chosen to progress further.

There is really no excuse for not replying given the available technology, even where there is a large volume of applicants.

Candidates know that the process of looking for a new post may take some time, and is likely to include phone and in-person interviews. However, if there are calls for multiple interviews, especially in a distant location, the best candidates may decide to drop out.

The solution to this complaint from job seekers is for HR departments to combine steps and create a more streamlined process. For example, recruiters can deal with the CV review stage, screening out applicants using short assessments and a phone interviews.  This will reduce paper and online applications, overall increasing time efficiencies.

Interviews should not be gladiatorial. This style in which questions are designed to put candidates off balance by asking hostile questions, or holding the interview in an uncomfortable environment, are unproductive. Interviews should be conducted in a humane and ethical manner.

Last but not least, greater consideration should be given to the way unsuccessful candidates are rejected. One example of a complete lack of respect for candidates is the job advert that says if the applicant hears nothing by such-and-such a date, they should assume they weren’t successful.

The solution: Technology in recruitment

AI-based software improves the candidate search & find process making it a lot more streamlined and accurate as possible for job seekers, and helps HR departments, or hiring managers, achieve their goals quicker.

Robotic Process Automation (RPA). This technology allows the user to configure software to create a ‘robot’ that performs some of the actions of a human interacting with a digital system.

With this, you can remove a lot of the major repetitive mundane tasks from the application stages, timely communications and lack of responses which will help with movement from one stage to another in the process.

If you are searching for a new job, or looking for more firepower in skill sets, Robocore recruiters are set up with (RPA) and equipped to ensure a more harmonious job seeking and job filling experience for candidates, hiring managers and HR in several sectors.