There’s a general sense of agreement among HCM leaders today that a key strategy for a productive, profitable workforce is a strong approach to recruiting. If your recruiting pitch is off for any reason, you could be in trouble. If something about the way you court future employees isn’t working, your flaws can have a far-reaching impact. Not only do you risk alienating the candidate that you’re recruiting here and now, but you’re also damaging your employer brand. If word of mouth about your recruiting weakness spreads, you may struggle to land future prospects as well.
According to TLNT, it’s important to be realistic about negative recruiting experiences. Chances are, they’re going to happen. Certified professional career coach Debra Wheatman noted that complaints are relatively common during the recruiting process – and rather than hide from this truth, you’re probably better off acknowledging it and working to address it.
“Job candidates sometimes bash recruiters,” Wheatman stated. “Most of the complaints are due to their misunderstanding of a recruiter’s role. However, some of the issues are valid. Whether the complaints are justified or not, ultimately, it is in the recruiter’s best interest to build relationships and protect his reputation.”
For this reason, it’s worthwhile to look at some of the most common complaints that candidates have about the recruiting process. From there, we just might find some pieces of constructive criticism. The following are four ways that you might, ultimately, make people happier with the recruiting process:
Define expectations clearly
One of the most frustrating experiences for a job candidate is applying for a certain position only to find out later than it wasn’t what they thought – or, even worse, that the job didn’t exist at all. You can avoid this issue by being open and honest about your expectations from the very beginning.
Streamline candidate communications
It’s maddening for candidates to try to communicate with a prospective employer and never get through. If no one’s answering your calls or emails, you can get disillusioned with the process quickly. Communicating well – even if it’s just a basic form email to tell an applicant you’re not interested – can make all the difference.
Demonstrate expertise about each position
Candidates don’t like wasting time discussing a highly specialized or technical position with a recruiter who knows nothing about it. It’s important to do your homework and understand the job well – or if not, at least to bring in someone else who can help.
Provide valuable feedback for candidates
People crave feedback, positive or negative, on everything they do. They want to know what they’re doing right and where they can make improvements. Sharing useful feedback with candidates should be part of the recruiting process. If someone is turned down for a job, they’d probably like a polite note explaining a couple of reasons why.