Keep up with the latest hiring trends!
Are you that guy? As in that recruiter? The one who causes potential candidates so much unnecessary pain it’s almost unbearable to think about? Well, are you?!
Unsure? Well, put yourself in the candidate’s shoes for just a couple of minutes and follow us on a journey:
You are super excited, you just had a great interview
I think we are really looking for some one just like you! You seem like an excellent candidate!
Maybe you talked to about a dozen people over the course of a few weeks
You are truly exceptional in every way possible.
Either way, you think you have finally made it
Hey, Mom, I think I might have something!
There is just one catch
We just have to interview a few more people, we’ll be in touch early next week.
You head out over the weekend to celebrate
And then IT happens
There is no phone call
There is no email
There is absolutely nothing
You don’t know what to do
You start sending emails
Dear Sir or Madam,
You said I should email anytime if I had a question. Well, I have a question: Did you hire me or did you not hire me?
No reply? Maybe I’m going to the spam folder. Better call!
You finally realize, they are never going to reply.
And they never do. Ever.
Not getting the job is annoying, but never really knowing you didn’t get it is significantly more annoying
This is you forever
This is them
Because they don’t have you to high five.
So, just to recap, when you say you will let someone know in a few days, let them know in a few days whether the news is good or bad. OK?!
Otherwise, you are guilty of doing the most annoying thing you can possible do to a job seeker – you’ve let them fall into that giant void, otherwise known as “The Recruitment Black Hole”.
Candidates do not look kindly on being left in the dark when it comes to the hiring process. Therefore, feedback is an essential element of a great candidate experience. Honesty, transparency and clarity are what many recruiters feel candidate’s who are not hired, deserve to hear from the recruiter who has chosen not to proceed with them as a candidate. If a candidate took the time to apply for the job in the first place, you should take the time to put together a proper response for why they didn’t get the job. Feedback builds better candidate’s for the future and will make the candidate respect your decision, because as Stacy Zapar Donovan said Today’s no candidate is tomorrow’s yes candidate (or source of referral) so never burn a bridge.
If you are unsure of what makes a truly great candidate experience, watch Johnny explain the 10 Principles of a Great Candidate Experience now: