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Yep, candidate management isn’t a numbers game. It may be a golden oldie but the ‘treat others as you’d like to be treated’ saying fits in rather nicely here. Candidates are people, the very people that can make your brand a winner and your company a better place so be nice. It might seem a little simple but that’s what it boils down to - contact, respect and relationships.
Candidate management isn’t all software and screenings. It’s about creating engaging relationships, making valuable connections for both parties and being quality and people- focused. It may seem a little preach-like but recruiters, managers and companies have a responsibility to make the candidate experience one of value, worth and ultimately enjoyment. (So less hoo-ha and more ha ha).Job application after job application is not the most fun process so it’s our job to get candidates excited, offer them peace of mind and get them a job! Spells of heavy recruitment can be stressful beyond belief, we know this as we go through the same episodes as all other companies out there, so it’s all about giving yourself the best possible weapon against the trials and tribulations of hiring. Whether that be tools, time or attitude, easing that manic flow helps your clarity of vision and keeps you sane! Getting candidate management right means being savvy, on the button and the master of two-way street communication.
Hello, here’s how we roll.
First step, be transparent.
People like to know where they stand, what they can expect and how you plan to deliver it. A simple ‘We will get you the job of your dreams’ will get you nothing but slated. Be confident in what you can deliver and be creative in how you do that.
Set your own bar in terms of expectations. If you tell a candidate you will update them during every step of their application process then knuckle down and do it! A clear and thorough ‘Here is our process’ gets you on par with candidates. They know what you’re all about and they will keep you on the straight and narrow.
Employer Branding in action, and you can’t afford not to jump on that band wagon.
Candidates should be rolling through time after time, if they're not successful with this position they should be informed, offered feedback, directed to their next port of call and supported in going through the process again. Word of mouth is the only way to travel these days and it spreads fast, lose them after one shoddy recruitment affair and they will not come back.
That’s why setting out your process is beneficial to both parties - you stay straight and perform to a defined standard and candidates feel secure and confident in what comes next. Happy campers all round.
Feedback - Worth its weight in gold.
The candidate experience fills many job hunters with dread, quite rightly when you consider that 77% of candidates don’t hear back from a company after applying. This is a candidate experience not a candidate rigmarole or farce - it should be memorable, useful and kinda pleasant. But how can it be that if it stops dead after submitting an application?
The old industry favourite of ‘If you don’t hear back from us after 2 weeks assume you have been unsuccessful in your blah blah blah’ is like saying, you know what candidate, ta for the time but ours is way more precious than yours. With all manner of tools and software out there to facilitate feedback and contact, the only reason for not being a better recruiter or company is plain laziness.
It’s just basic manners after all.
When someone applies, let them know you received their application. The auto email notification is perfect, it can be branded and customized and it allows you to stay on top of your workload without spending all day emailing.Be savvy to the candidate experience, don’t let your email get lost in the vortex of useless info, wait an hour and send along a simple ‘Thanks, we will be in touch in * days with news, here’s a few other positions that may float your boat, oh and why not follow us on Twitter for more info?’
Same goes for the ‘congrats’ or ‘not this time I’m afraid’ email, always treat that correspondence as the next step in the candidate experience. Next comes constructive feedback, the hunt for the next position, career sites, social media...the list could be endless. Don’t be limited to the humble email, escape the inbox and go for the good old-fashioned phone call, a social media hit in the form of the direct message or perhaps even a Google Hangout!
Rejection doesn’t have to be black or white, this is a point of contact regardless of the subject so sweeten it up by earning a customer if not an employee. Direct employers can seize this as an opportunity to imbed some company culture here, why not include a voucher or promotional code for your company’s services or products, or you could even share an invitation to an upcoming event. Take the ‘Be nice’ motif to a human level and tackle this tough communication with a memorable yet human approach.
In its simplest form, candidate management is good, common sense practice. An easy system with a clear process that is all about contact and the big picture. Creating and maintaining candidates relationships are give and take so be generous with your time and be aware of the needs of your better half. Feedback isn’t a buzzword, it is a deliverable. That doesn’t mean its cold and corporate, it means its a expected level of standard that you can brand, humanise and create long-term relationships with. Get personal and do what any decent recruiter should - get good folk good jobs in the best, most engaging way possible.
These are just my thoughts on the candidate experience, but I’d love to hear yours. Find me on LinkedIn ,Twitter or just drop me an email here! Darren Brown
This entry was posted in
Recruitment,
The Candidate Experience
