There are plenty of examples of bad recruiting. Practice these simple tactics to recruit the right way:
Showing a Little Respect Goes a Long Way
There are basic concepts surrounding respect that are easily forgotten but timelessly effective:
- Simplify the process when you can. Don’t over-complicate things that don’t need to be over-complicated.
- Ask for the candidate’s thoughts and feedback. Don’t make it a one-way street.
- Be friendly. This is such a simple customer service technique that is often overlooked.
- Be authentic. Show genuine passion and concern for the candidate and their needs. This is often referred to as the “Human Factor.”
When you respect the candidate, the candidate will respect you.
Remember the Golden Rule: Treat others the way you want to be treated.
Refocus on the “Candidate Experience”
There’s much buzz surrounding how to improve the candidate experience, but actually executing these ideas each and every time is what drives results. You may not be attracting the best possible talent if the focus is on the wrong people and the wrong reasons to recruit them. To avoid these problems, have a plan prior to engagement with the candidate.
Try these tips at the start of a relationship with a candidate:
- Make a good first impression and build from there
- Initiate a conversation about wants and needs firsthand to avoid an awkward mismatch down the line Engage in communication at EVERY step
- Be curious about their life, their goals, their dreams, but cool it if they want you to back off – avoid Stalker Syndrome!
- Make good on your promises – follow up, be committed
Be Courteous With their Time
A recent survey by MysteryApplicant revealed that 40% of candidates experience an “unacceptable time lapse” between initial conversation regarding a position and a follow-up conversation. Sixty percent of candidates don’t receive regular updates on their status for the position at all.
- Keep the candidate in the loop throughout the entire process, from the initial conversation to the steps the recruiter is taking with the hiring manager of the company to the final offer conversation.
- Each and every step should initiate a reaction, whether it is the receiving of their application following conversation, communication about the decision, or calling back about the next steps. These steps will pay off for both of you later.
Treat Candidates Like They’re Unique (Because they Are)
Avoid the harm caused by treating candidates as if they’re all the same. Recognize their feelings, their individual wants and needs, at the start of the relationship. Never make them feel as though you’re doing them a favor. And lastly, make them feel important.