One of the most important functions in any organization is recruiting. Why? The most strategic asset for a company of any size, is the people who build and maintain differentiated products and services. And it's not just HR's job to find and nab the best candidates for your company. It's the CEO's job too. As organizations position themselves to disrupt old industries, and grow faster, if you are driving away the best candidates with a poor candidate experience your business is at risk. And as Virgin Media discovered, driving away any candidate with a poor candidate experience can have a very real impact on your bottom line.

There are many parallels that can be drawn between the hiring process and the dating game: at the end of the day, it's all about finding "the one." So in honor of Valentine's Day, here are 10 Things Candidates Hate About You.

1. Your reviews on Glassdoor are terrible.

People trust their peers. In the connected digital age, all of your employees past and present are the applicant's peers. If the majority say you treat them wrong, your candidates are apt to believe it.

For example:

"See that electric plug? Let's go stick a fork in it!"

"Pay of a startup with the culture of a corporate bank (and the career opportunity of neither)."

2. You screen them out with unconscious bias.

Screening out candidates based on stereotypes isn't just a practical blunder, it's commonplace. However, GPA, school, employment gaps, names - none of these have any relevance to a candidate's ability to perform in the workplace.

3. You ask for too much information.

Just like asking for a person's home address on a first date, you don't need seven years of address history when making the first screening decisions. How many candidates are dropping out of the recruiting funnel because your application is annoying and hard to complete?

4. You don't respond in a reasonable timeframe.

Like a date who never returns calls, employers who do not reply to candidates set themselves up for missed connections and disappointment. If you never call, the perfect candidate will move on. If you intend on moving them forward in the hiring process, check in regularly to let them know they haven't been forgotten.

5. Your job descriptions are confusing and full of jargon.

While it's great that your organization has its own unique vernacular, don't expect candidates to feel the same way - or know what you're talking about. Get to the point and use a common vocabulary.

6. You start with 300 question assessments.

I get it: sometimes you need to be sure you've found that perfect fit. But making 300 repetitive questions part of the application process is an easy way to make the best matches leave before dessert.

7. Your process lacks transparency.

Dropping an iron curtain around your application process is a sure-fire way to lose top talent. If your applicants don't know where they stand in the hiring process, why would they stick around? Open up and let candidates know how you feel.

8. You don't provide a mobile experience.

Imagine you've just had a great first date: you like the same food, same movies, same hobbies - your personalities just jive. Of course you'd want to set up a second date! But when you ask for their phone number, it turns out they don't have one. How are you going to keep in contact? Carrier pigeon? This is how your candidates feel when they can't apply on mobile.

9. You don't tell your applicants how far they are through the application.

When a date drags on with no end in sight, both parties get fatigued. Same with your application. It might not even be that long - but with no way of knowing, each "next" step feels like a Sisyphean endeavor.

10. Your application takes too long.

Your best candidates have the freedom to be picky - so when you take two hours to get to know them, chances are they'll just leave and find someone better. Icebreakers are best kept short and sweet, and the same can be said for job applications.

Like the perfect date, top talent won't stick around forever and wait for you to sort out your issues. In order to find that perfect match, your hiring process needs to be streamlined and candidate friendly.