Cheezhead Recruiting News and Opinion

At a job seekers’ networking session recently, the facilitator asked for everyone’s #1 frustration with the job search process. The big winner? Lack of feedback.

Even though intellectually job seekers know that there are thousands of hopefuls for every open position, they still expect a personal touch to their experience post-application. Candidates are getting frustrated and their experiences are coloring their perspectives on the organizations they contact. More than ever, recruiters both inside and outside the organization are the front line of organizational public relations.

So how do you maintain a positive image with potential talent without driving yourself crazy from the workload?

• Create a plan. Write your own “best practices” for candidate communication, balancing time investment with effectiveness.  Make it a checklist for each requisition, and make sure it gets done.
• Carve out time. A half an hour daily. Two hours each week. Whatever makes sense for your situation, mark it on the calendar and don’t let it slide. Then, identify what level of communications you can accomplish during that time and make it happen.
• Batch process. Make all your calls or send all your emails at one time.  Multitasking seriously harms your productivity, so make sure you have time to focus.
• Use technology. Take advantage of any technology available to help streamline communications with candidates. Email auto-responders, mail merges, features in your Applicant Tracking System: all can take some of the workload off your plate.
• Personalize. Make sure any mass communications don’t appear to be.  They should be sent to the candidate by name from a company representative by name. You can write mass emails that don’t sound like mass emails.
• Set expectations. Make sure that when you do communicate with candidates that you create expectations for how the process will proceed. Will you only contact candidates that are selected for interviews? Will first round interviews occur next month? Helping the candidate understand that their application is wandering through a well-planned process rather than dropping into an abyss will keep them more engaged.
• Reinforce the job requirements. Build into the application and communication process checkpoints to remind them of the requirements for the position. Those who hover at or below the minimum requirements will be less surprised when they aren’t the chosen one.
• Allow for dialogue. Ensure that candidates have someone to contact with questions or to follow up. Don’t make them feel like they’re being held at arm’s length.
• Demonstrate progress. Don’t allow too much time to pass without an update.
• Thank back. Thank candidates post-interview for meeting with you and advise them of next steps.
• Communicate rejections tactfully and sensitively. Express appreciation, apologies and consideration for future opportunities with the organization.

A consistent communication process for potential talent will help position you and your company to have access to top talent regardless of the economy.

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