“It’s a humbling experience looking for a job especially when you once sat on the other side of the desk.” says a former VP of Human Resources. But more than that she was surprised in a discouraging and uncomfortable way in how she was treated time and time again. There is tremendous value in the ability to see situations from both sides and adapt accordingly. As Recruiters, our end goal is to get someone a job – That’s the Win for us. For a candidate seeking a job there are many emotions that need to be managed while they journey to their end goal of getting a permanent job. We must appreciate that the relationship doesn’t end at the job placement. These precious relationships turn into valuable resources down the road providing us with countless referrals – IF we do our job properly.
Return the Call
The number one most upsetting and frustrating thing that I hear about other staffing firms is that we don’t call candidates back! WHY? It’s unprofessional and upsetting. If you promise to call someone back – Just call them back! It seems ridiculous to actually put that in writing !! Follow up is key!
It’s no surprise that the national Net Promoter Score for the Staffing Industry was a +3 last year. We seem to routinely make the same mistakes over and over again! Here is some advice to take to heart from a former VP of Human Resources now job seeker who once sat on the other side of the desk.
Don’t start what you can’t finish
Be human enough to admit to a candidate when you simply can’t help them and don’t make them go through the entire application and job interview process to then never call them again. It’s embarrassing and degrading and a bad on-line review just waiting to happen.
Appreciate that your candidate has gone through a grueling interview process. They have taken a significant amount of time off from work and have invested precious time that they will never get back. You get the bad news from your client without any feedback. You press them again and again – but to your dismay – no concrete feedback is given. Bottom line – Don’t deliver the same feedback that you got to your candidate – We should be the buffer – we should absorb and harbor the upset for the candidate. Start with an apology, take them through your process of attempting to garner more information, explain to them that you are as equally upset as they are – Be compassionate and imagine for a moment being in their shoes! Don’t simply drop one line on them after a grueling interview process filled with hope and excitement.
No one – Will See you now
With technology today the opportunity to meet people face to face has dwindled. However, as Recruiters we get paid to meet and recruit the best talent for our clients. If the opportunity arises and the candidate is willing to meet with you face to face – Take the Meeting! It’s incredibly important to see the value in meeting someone face to face and building a rapport with them.
Hold up a Mirror
We shouldn’t ask anything of our candidates that we ourselves aren’t willing to do. Therefore, if you arrive to your candidate meeting in jeans and flipflops – please don’t be surprised if your candidate does the same. Ultimately, whatever the firm’s attire is – the first impression is what we should worry about. We must show our candidates the same respect by dressing professionally!