5 Steps To More Transparent Recruiting
On the other hand, I realize that ingesting 400 words midweek is not everybody’s cup of maté, so I thought I’d distill some of the finer points of Wednesday’s blog for you to mull over the weekend. Let’s shoot for five and see how far we get, yes?
5 simple steps to transparency
1. Thank an applicant for applying. I realize that this may be a blanket, automated email (depending on how many applications you expect for the position). Just make sure you at least have this step in place; you’d be surprised how many companies don’t even acknowledge that they received a candidate’s application. It’s brutal.
2. Every corporate recruiter is a brand ambassador. You shouldn’t forget that. Sometimes the recruiter is a candidate’s only engagement with a company – save a celebrity spokesperson or an electrifying CEO. Therefore every email exchange or phone conversation with a candidate is an opportunity to reinforce company culture and inject some good feeling into your brand. Many companies with a highly respected consumer brand often assume that everybody will be clawing at the gates to work for them, and so their recruiters tend to treat candidates like the slow kid on the dodge ball team. In reality, corporate recruiters who are aloof or worse, bullies, often elicit reactions like this.
3. Use social media. Social recruiting is about the easiest way to foster transparency between your company and your candidates. Starbucks is famous for Tweeting to job applicants (@StarbucksJobs has over 50,000 followers). So post updates on your corporate Facebook and LinkedIn pages, especially if you feel like you can’t engage with everyone personally. “We’ve been getting some great applications for the Comptroller position. Be patient and thank you for your application!” Obviously, if you don’t have a corporate page on Facebook and LinkedIn, you should probably get going on that, Grandma.
4. Show your cards. Don’t camouflage your process. If there are five rings of fire in your application process, make certain the applicant knows that up front. Accomplishing this can be as simple as having a page or blog on your website like “Things To Expect From Our Application process.” Of course, if you say it, you should probably stick to it as well.
5. If you don’t let them down easy, you should at least let them down.I’m amazed by how many companies don’t send some form of communication to applicants who didn’t make the cut. It’s a gross miscalculation and a missed opportunity. These rejected candidates are going out into the world with your brand on their lips. What do you want them to say?
What’s the takeaway?
It’s just not that hard for employers to take some initiative with some of these steps. We at Webrecruit have made an entire business of connecting the candidate and employer early in the hiring process. At every juncture the candidate knows where he or she stands, and the employer knows exactly what candidates are coming through the pipeline. Together, let’s make the long awaited shift to an employee driven marketplace. Everybody wins.