The Recruiting Process for Attracting Leaders

Previously, we discussed the way the basics of recruiting are crucial, even in today’s technology. This week we continue the topic with looking at how all of this technology is impacting the application form process.

According to the most recent research, respondents resoundingly reinforced the fact that for candidates, a positive experience is inexorably intertwined with a personalized experience.

It seems that companies include fallen prey to the latest, shiniest technique when it comes to just about all aspects of recruiting. One area which is frustrating candidates is the application process. This frustration is usually universal across all companies. It begins with the corporation posting on job forums or aggregators such as Indeed or LinkedIn and proceeds through to the interview process.

Establish a clear, consistent, courteous and timely process for communicating with applicants and hiring managers during your recruiting process. Document the process and decide which stages in your recruiting process require written or verbal communication. Applicants who have been selected for further consideration in your selection process should continue to receive consistent, timely and accurate messaging. While applicants who did not meet your minimum qualifications, should be communicated with almost immediately.

Communicate the established process to everyone involved in the recruiting process including hiring managers, recruiters and support staff. Make it clear who is responsible for which communications to avoid confusion and possible duplicate or conflicting communications to the same applicant. This is especially important when there are multiple recruiters working with your applicant database. Nothing could be more embarrassing than one recruiter sending a “we’re not interested” email and another recruiter trying to schedule an interview with the same applicant—it happens more than you think.

The other biggest frustration in the current candidates is job posts that are too long or far too ambiguous. The vast majority of active along with passive candidates are looking at listings on a smartphone. Many will never scroll to the bottom. They are for the “top story” along with| move on.

Another disappointment is lack of compensation information. While it is difficult to release this in the posting for numerous positions, this conversation really should occur early in the appointment process. Compensation can be the catch for company and applicant. By working through this method straightaway, it saves occasions and frustration for everyone required.

By addressing these about several frustrations and returning to basic principles of communicating with applicants, interest of qualified candidates will boosts, as will the company impression. It will keep hiring managers and other staff informed about the status of open positions. And protect companies against false accusations and legal repercussions if candidates misinterpret your communication.