1. Long or unclear hiring timelines

When an employer takes too long to share updates or schedule interviews, candidates may lose interest in your open role. A long or unclear hiring process can occur due to delays with internal decisions, such as hiring managers waiting for leadership approval to schedule interviews or send job offers to candidates.

If the interview process is slow, you may miss out on candidates in fast-moving industries as they may be inclined to accept offers from other companies.

How to fix long or unclear timelines:

• Let candidates know the steps and expected timing.
• Send brief automated messages between interviews to help keep candidates engaged in the process and show that you value their time.
• Consolidate multiple interview rounds, if possible, to make the hiring process less complex and more efficient.
• Communicate to candidates as soon as possible if you discover any delays or if the timeline is taking longer than expected.

Remember, a shorter timeline is usually more budget-friendly and more respectful of the candidate’s time and can help you keep strong candidates who are excited about the role.

2. Stopping communication without warning (ghosting)

Ghosting is one of the more common unfair hiring practices. It happens when an employer stops replying to candidates or provides little or vague feedback, leaving them confused about where they stand. For example, a candidate may have a positive first interview but receive no update regarding the next steps for days or weeks after.

How to avoid ghosting:

• Let applicants know when they can expect to hear from you or if your hiring team fills the position.
• Be transparent about your interview process, especially if your hiring process includes multiple rounds of interviews.
• Streamline your hiring process wherever possible to address efficiency issues and shorten the overall workflow.

Being open and timely with updates builds trust and may encourage candidates to apply again in the future.

3. Requiring unpaid or lengthy assignments

Some employers ask for detailed tasks or tests that feel like actual work. If your open role requires an assignment as part of your interview process, ensure any tasks candidates are asked to perform during interviews are directly relevant to the role, appropriately timed and compensated fairly.

If these tasks are unpaid, candidates may see them as unfair hiring practices, which can harm your reputation.

How to avoid requiring long or unpaid assignments:

• Assign quick trial projects that take a small amount of time.
• Consider a paid test if you need a larger sample of a candidate’s work.
• Use structured questions or skills-based interviews instead of long projects.
• Give clear instructions in advance and include how long the task might take.
• Request work samples or a job portfolio instead.

Respecting a candidate’s time and efforts shows that you care about fair treatment, potentially helping you stand out among other employers.

4. Confusing or complicated applications

A lengthy or unclear application form can cause incomplete job starts, when applicants don’t finish the application.

To fix confusing or complicated applications:

• Only ask questions you need answers to.
• Ask candidates to apply in a single online form instead of across several platforms or paper forms.
• Avoid questions that don’t help you learn about a candidate’s skills.

A straightforward application process can make it easier for applicants to complete every step. Candidates might think of your application form as a reflection of your business. A well-written form suggests you know how to present your company to customers and potential employees.

5. Pausing or canceling the role without notice

Sometimes, companies may need to pause or cancel a job opening because of budget changes or shifting priorities. If you don’t inform candidates, it can be seen as a bad hiring practice and may cause confusion and disappointment.

To avoid pausing or canceling roles without notice:

• Let applicants know if you pause or cancel the role.
• Provide a simple explanation to reduce uncertainty.
• Ask if you can store their details for future jobs.
• Give a new timeline if you plan to reopen the position later.

Updating candidates shows respect for their time and may keep them interested in future roles at your company.

Avoiding bad hiring practices shows candidates you value their time and effort. Being considerate and having well-defined processes for interviews and applications can improve your reputation as an employer and help with employee retention.

FAQs about bad hiring practices

What are signs that a hiring process may be unfair or ineffective?

A hiring process might be unfair or ineffective if it involves long wait times, unclear instructions, unpaid tasks that demand a lot of work or a complicated application process. Candidates may share feedback online or withdraw their applications early. Reviewing each stage of the process for clarity and fairness can help you create a more positive experience.

How do I measure whether my hiring changes are working?

Measuring the effectiveness of your hiring process improvements involves tracking the time it takes to fill new roles and how many applicants finish the process. You can also ask new hires for feedback about their experience, either directly or using anonymous feedback forms. If more candidates stay engaged and share positive comments, your updates may be effective.

How can I address negative feedback from a candidate about my hiring process?

To address negative feedback about the hiring process from a candidate, start by thanking them for explaining their concerns and see if you can address whatever they found difficult or confusing. Consider inviting them to apply for future roles if they match your needs to show you appreciate their input and want to improve how you hire.