If you have problem finding talent, your recruiting processes may be at fault. Employers who can post a reasonable job ad, and are willing to pay a decent wage, have better success finding talent. Inexperienced employers, however, can face common problems getting the right applicants to sign up.
Here are 10 recruiting practices that are guaranteed to make talent run the other way.

1. “Nasty Employer Pays in Sand.”
Writing poor job ads with no salary range creates uncertainty in the applicants’ minds. It might give the unscrupulous employer the opportunity to land a good candidate at a pittance, but only the most desperate candidates want to work for an Employer like that.
Even if you do land a good candidate, you’re likely to lose them just as fast.

2. “Nightmare Job Seeks Masochist.”
Technical job ads are usually guilty of this error. They often appear with long lists of ‘Essential Requirements’ and nothing to motivate the candidate.
Your position should sound tempting and satisfying, not tooth-grindingly dull.

3. “If no one else has given you a job after 3 months, we might.”
Forcing potential job applicants to fill out endless fields of an online application, then making them wait eons for a reply is a poor recruitment tactic. You will only get the truly desperate candidates. The rest moved to greener pastures while waiting for your response.

4. “We think highly of you, but we’re not sure you know how to post or complete documents.”
Waiting for candidates to send their updated CV or references before an interview can take place is not always the best idea. If you think a candidate sounds great, it can be worth the time to meet with them before the competition. You can always check references at later date.

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While keyword-searching algorithms or AI can help screen resumes and narrow down your applicant selections, don’t let your Applicant Tracking System do everything. There’s no replacement for actually talking to and meeting your future employees at some point before they are employed.
6. “Are you a cat person?”
Avoid the very Orwellian practice of demanding online tests and personality assessments before applicants reach the interview stage. Just interview them.

7. “Give me the answer I expect.”
Getting applicants to use a defined technique when answering your interview questions is unhelpful. For example, “Tell us about your qualifications, and experience. Be concrete!”
It’s not an oral exam. Trust in the professionalism and judgment of your interviewers to answer in the best manner. Let them surprise you. If you want people to think outside the box, don’t put them in one.

8. “How much can we underpay you?”
Asking for the candidate’s salary information makes you look cheap. Don’t haggle with your potential employee. You should already know what you’re looking for and what you’re willing to pay.

9. “Come work in a hateful environment.”
Abusing a desperate candidate by offering a low salary that they must accept is a recipe for disaster. You will get zero loyalty and zero motivation. No one does a good job when you put them over a barrel.

10. “I’m sorry; you’re not white or male enough.”
Consider and try to be aware of formerly unconscious bias. People are often shocked by the exceptional talent they could have overlooked if they hadn’t addressed their unconscious bias.