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What do organizations owe applicants?
I have several friends actively looking for new employment, and the number one complaint I hear is how they feel they're sending their resumes into an abyss. Once they send off that cover letter they rarely hear back from the company unless it's to discuss next steps.
At the bare minimum, what do organizations owe applicants? Do they owe them anything at all?
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6 Answers
Communication. Letting the applicant know:
...we've received his/her application.
...they are or aren't qualified to continue the staffing process.
...if they aren't, make it a kind email.
...if they are, what are the next steps: What do they need to prepare? Directions to your facility? Provide NDA for his/her signature (if applicable).
Once the applicant has been interviewed and a decision has been made:
...let the chosen applicant know when to arrive at work, dress expected, send out any
paperwork in advance. Be ready to make the first day an excellent one.
For the interviewed applicant(s) not selected:
...call the applicant and let him/her know it wasn't as good a fit as you had hoped, but
you will keep his/her resume for future opportunities. If you are comfortable doing so,
(and why wouldn't you be?), let him/her know what might have helped him/her in
getting the position.
Why do so much communicating? First, it is just good business. Second, you never know who that applicant is related to...
one word... clarity... everything can easily map to the concept of being clear. #nuffsaid
Caty, I am so passionate about this topic. After a career in HR & Recruitment I had some time off for maternity leave, left my company and now have just gone through the job hunting process to secure a new job. I was horrified by my experience as an applicant in 95% of cases. What made it worse was that the companies I applied to were all world class, big, international companies that really should know better!
The job advertisements and a companies recruitment process are a persons first impression of the company culture and the professionalism of the HR department. We all know first impressions last! So why would a company not put a bit of effort into responding to applications on time and explaining the recruitment process carefully.
If you think about employees in the same way that you think about customers on their journey to customer satisfaction and eventually customer loyalty. It's a process of engaging a person, appealing to their emotions and getting them to come back again and experience what you have to offer. If a job applicant has a bad experience with your recruitment process, they probably will not apply with you again. They'll probably talk to all of their friends about what a horrible experience they've had. If your recruitment process has great standards of looking after your 'customer' you'll begin to engage them even before they work for you and then you have the opportunity to continue with them through their employement experience. Eventually, you're striving to have that satistied applicant/customer turn into an engaged, loyal and high performing employee.
Every company should strive to CONSISTENTLY (that's the difficult part!) achieve just a few basic standards.
1. Write job advertisements that applicants actually understand.
2. Respond to every single candidate who applies.
3. Explain the recruitment process in detail so their are no surprises.
4. Make sure hiring managers are properly trained in interviewing. There is nothing more frustrating than having to sit in an interview with a hiring manager who talks more about themself than giving you as the applicant the time to explain your skills and experience properly.
5. Give the candidate a date on which a decision will be made and when they will be informed whether they have been successful or not. Then, stick to it. Ensure that the hiring managers do not delay or miss their deadline.
If only the operational managers realised that the recruitment experience is the beginning of the employment experience and ultimately their ability to give an applicant good 'service' at the application stage will lead to thier longer term engagement with a company.
Honesty & trust. These two values alone would guarantee employee loyalty.
Candidates deserve respect. I always view them as a potential customer or client, not just "wanting a job". You never know when they might be on the other end of the "hiring". Example: A candidate you don't hire and were ineffective in your communication with them, may end up working for a business that BUYS what your company sells. What service do you do your employer if you block a sale because of how you treated that decision maker when they were an applicant?
Many applicant tracking systems now have in place the ability to send a form email (better than nothing) or you can place a standard letter into the system that will personalize it with applicant name and address. The same goes true for search firms - communication is key. Never know when the candidate will need to hire someone you would like to place for a 20 - 25% fee. If they do not treat candidates with respect, why would I want them helping me choose the right person for the position I need filled?
No one likes bad news, but ignoring a candidate is the wrong message you want to send about your company. Recently after a 5 month long search for a senior executive, and exhausting negotiations, he declined the offer. Because the other candidates had been communicated with regularly, rather than starting the process from scratch, the other fine candidates were re-evaluated for fit.
I believe they should be treated with respect, above all. Similar to the way one would treat a customer. Instead, they are frequently treated like supplicants, with complete disdain. For example, if one has interviewed for a job, the applicant deserves to be notified when the job is filled. They also deserve a brief explanation as to why they weren't chosen . . . such as other applicant had more relevant experience or education, etc.
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