For all recruiters, the focus is usually on filling the job with a quality candidate, keeping the hiring manager happy, and ensuring they want to use your services again (whether you're an agency or an internal recruiter). Although these are the major focal points for recruiters, there is also another group you need to keep happy, so we are going to ask:
But what about the Candidates?
Running a job board, we are happy to hear personally from candidates for any reason. We love to talk, but we also love to listen and respond to the issues candidates raise with us. Here's what we regularly hear, and how we think recruiters should deal with the issues candidates are raising:
- Candidates want to know that the jobs they apply for really exist! There is a great deal of scepticism about whether jobs listed online are real jobs or whether they are simple ways of gathering CVs to develop a new / more extensive database. This can come partly from how adverts are written and the fact that some key details are omitted from adverts, e.g. location/salary/prospects. Candidates are developing a negative image of some recruitment agencies, and we think agencies can take many positive steps to turn this around. It is a legitimate level of scepticism from candidates in situations when there is poor communication as well.
- Communication! The main issue we hear about is a lack of communication once a CV has been submitted. Technologies nowadays, e.g. application tracking systems or even Mailchimp, give recruiters many easy ways to let candidates know they've received an application or have declined it. There is simply no reason these days not to have an email acknowledgement automatically sent out when specific actions happen on your platform.
- To leave someone waiting for feedback simply isn't ideal. It puts people off the online application process and can damage your company's reputation if it is something that happens in the long run.
- Feedback! It's incredible to hear that even after an interview, candidates wait for feedback. And wait. And wait. And then have to phone the recruiter for a response! This sort of behaviour from professional recruiters is poor, and can damage the overall reputation of agencies and recruiters in general. There's just no need for silence.
- Honesty. Now this is the time-consuming bit: even if you've kept your applicants posted and told them it's a 'no' from a CV or interview, have you been able to explain why?
We accept that detailed feedback is impossible for many recruiters, especially those who see hundreds of applications unless you hire a new team to handle it!
However, for candidates who have been unsuccessful after an interview, feedback is vital - whether in writing or over the phone, to let the candidate know why they didn't get the job. You'll improve your reputation by doing this and help them improve their prospects at the same time.
