Years ago, there was a popular Aretha Franklin song on the radio that reminded everyone how important respect is. In the grand scheme of the recruitment world, which comes down to having lots of mini-relationships with other people, this concept of respect can go a long way. In fact, it’s the hallmark of a truly professional recruiter.
Recruiting candidates for employment involves a lot of communication between the two sides, but if you are not doing it properly, you will disrespect your candidates. Respecting potential employees is paramount to the success of recruiters, but not all of them do it on a regular basis. If your agency is not seeing some of the best talent walk through the door for an interview, you might want to review your recruiting communication practices.
Here are some factors to consider as you develop a more respectful approach to managing candidates.
Recruiters should make a concerted effort to respond to all communications from potential employees as promptly as possible. This includes phone calls, text messages, emails and other in-person meetings. Do not leave communications from candidates unanswered for more than one day. When this happens, you are more likely to forget to respond altogether, leaving the candidate in the dark and looking at open jobs elsewhere. When you do this, you are shunning some potentially strong talent.
Job seekers do not want to read a job advertisement that is thrown together at the last minute or is missing information. Especially if this job advert is put out on there on social media feeds. When you write a professional job advertisement, a job candidate will understand how important the job is and how serious you are about finding the best available person for that job.
Another way to show candidates respect is to help them prepare for the job interview. You can do this by sending them an informational email, engaging with them on their social media profiles, or by having a brief phone call conversation. Let them know who they will be meeting with, how long they should expect to be at the company, what questions might come up and that its quite alright for them to turn down the job after the interview without worrying it will hurt their standing with the company or you as a recruiter.
It is very important for you to provide feedback to job candidates as soon as you receive it following the interview. Do not sit on the feedback for a couple of days or weeks. When you receive the feedback, try to contact the candidate as soon as possible. The best timeframe is within 24 hours of receiving the notes from the company.
Feedback should be given in both positive and negative situations. When the candidate is chosen for the job, be sure you explain what the next steps are, including the who, what, when and where. If the candidate was not chosen for the job, you owe them a phone call and not a quick email. A phone call is more personal, it shows respect, and it allows you the chance to continue your relationship with the candidate for other open jobs.
Put these values to heart as you see things from the other side of the hiring desk, and we can almost guarantee you will get better recruitment results.
Image Credit: wikimedia.org commonsBack to Recruitment blogs
Social Hire - the Social Media Agency for recruiters and small businesses. With outstanding Social Media Agency reviews on Google and exceptional client retention rates, the team at Social Hire really do know what works (and just as importantly, what doesn’t work). Why not engage a Social Media Agency that not only gets results, but that does so for a third of the cost of employing an in-house Social Media Manager? Simply click "Book a Call" to speak to one of our friendly team.