Almost half of all job seekers have turned down a job because of a bad interview, according to a survey by Asker Technologies.
– Swedish employers have a pressing problem to solve in order to tackle the skills shortage in the labor market, says psychologist Alex Tidgård.
46 percent have turned down a job at some point because of a negative interview experience. 72 percent have had at least one bad job interview experience in the past five years, this according to a new survey by Asker Technologies. Alex Tidgård, a licensed psychologist and co-founder of Asker, says every business leader should take the numbers seriously.
– It’s insane that companies are losing talent on such unnecessary grounds at a time when many industries are crying out for talent. It shows that many employers have a business-critical problem to solve, says Alex Tidgård.
The survey also shows which factors job seekers say make for the worst possible interview experience. At the top of the list are a poor interview structure, irrelevant questions, and a bad impression of the interviewer.
Top 5 reasons for a negative candidate experience in the interview
– It is paradoxical that employers expect jobseekers to show up at the job interview fully prepared. At the same time, job seekers feel that employers do not make an effort to create good processes. A poorly conducted job interview not only risks ruining the relationship with a candidate. In the long run, it will damage the company’s employer brand, because we can count on the candidate to share his or her experience with those around them, says Alex Tidgård.
The purpose behind Asker
He founded Asker Technologies with colleagues Max Lagrell and Anna Åslund in early 2022 with the aim of helping companies conduct better and more accurate job interviews. Alex Tidgård has many years of experience working with organizations on optimizing their recruitment processes. He believes that it is also important to look at the problems surrounding the interview from a different perspective.
– This is something that all organizations can solve here and now. The results of the survey give us direct insights into what job seekers want from employers and if we boil it down, it’s a matter of fairly simple and concrete measures to take. It should be in the interest of all organizations to feedback to everyone in the process, ask relevant and non-discriminatory questions and let the candidate talk more than the interviewer.