In a market that increasingly favors job seekers, great warehouse candidates have little reason to settle for a sub-par job offer. While poorly trained or unmotivated applicants may take what they can get, talented prospects will bolt at the earliest sign of trouble. Which type of candidate do you want to attract? If you want to build a stronger warehouse team, you can’t give your candidates any reason to think poorly of your company. What are the top moves to avoid?

1.      Making your warehouse candidates wait.

There are still some hiring managers out there who regularly make candidates wait for their interview. Aside from being a useless power play, this move tells your candidate you have little respect for them or their time. If you make an appointment to see an applicant, make sure you are punctual and see them as soon as possible. The same principle holds for other forms of communication. If you said you would call or be available at a certain time, do it, and don’t let messages go unanswered for long.

2.      Forgetting to prepare.

Smart candidates put a lot of preparation into their interviews. They’ve researched your company, they know your reputation, and they’re prepared to answer some in-depth questions. If you can’t display the same level of professionalism, they may start to wonder what other areas will be neglected. Pay close attention to their application and resume, and be sure to ask questions that have been personally tailored to them. In addition, you must keep the specific position in mind. If, for example, you are trying to fill a warehouse job, it may have been years since you held the same position, if ever. Regardless, you must do enough research to understand what is needed and to ask insightful questions about their qualifications.

3.      Setting vague expectations.

Like everyone else, warehouse candidates leave their interviews asking themselves two questions:

  • Do I want this job?
  • Do they want to hire me?

Their answer to the first question is, ultimately, up to them. The answer to the second question, in contrast, depends entirely on the impression you give. This is no time to play mind games. If you believe a candidate showed real promise, you should make it clear that you will be following up with them. Promising candidates won’t wait indefinitely for an answer, so you should set a clear time frame and a concrete plan for how you intend to proceed.

4.      Dominating the conversation.

Your employees both demand and deserve respect. They want to know their opinions, concerns and insights will be heard and acted upon. If you can’t demonstrate your listening skills during the interview, they won’t expect you to be a considerate boss once they are hired. Therefore, when interviewing all types of candidates, be sure to set aside the same amount of time for their questions as for yours. Otherwise, it will be clear they won’t have your respect in the future.

Looking for high-quality candidates?

Attracting top candidates is more complicated today than ever before, but the right tools make the job a snap. At Expert Staffing, we take your recruiting process seriously, and we are dedicated to providing you with the resources and guidance you need to make terrific hiring choices. To learn more about our comprehensive temporary and long-term staffing services, contact us today.