Calling Hiring Managers and Recruiters: How to Make a Candidate Disappear in 4 Steps
Every organization seeks amazing employees, but in today’s talent market, candidates are able to be a bit more selective as the economy continues to rebound. Hiring managers and recruiters have to be on top of their game to secure the best and brightest for their companies. The rules of engagement have changed, and the current talent landscape calls for a different approach to working with candidates.
Here are a few habits to ditch in order to keep up with today’s talent market:
Five minutes slip-ups can happen, but 30 minutes… it’s time to re-evaluate. Recruiters and hiring managers are busy, but tardiness sends the wrong signal to the candidate. An interview is an opportunity to start the relationship on the right foot, and the way it is handled is often a candidate’s first impression of what it might be like to work at your company. Arriving on time sets the precedent that you respect your candidate’s time. The candidate invested the time to visit your office or take a call, and at the very least, timeliness is a way to acknowledge that. If being noticeably late is the only option, give the interviewee a heads up or a chance to reschedule.
If you’re going into an interview thinking it’s the candidate’s job to wow you and nothing else, you’re setting yourself up for disappointment. The purpose of hiring new employees is to find quality talent that can work to progress the organization. It’s not a popularity contest. Instead of just looking for impressive facts about the candidate, be sure to sell the company to the candidate as well. Engagement at work is a huge priority for businesses, so it’s imperative to get employees excited about the organization starting at the hiring process.
Vague job/company description
Depending on the company, job descriptions can be tough to nail down. However, if a candidate has gone through multiples rounds of interviews and they’re still unsure of their responsibilities or mission of the company, something’s off. You don’t have to have a full list of every specific job duty, but be transparent about travel, physical labor, or any other defining characteristics of the job. Don’t up-sell the position, because it will only lead to disappointing the new hire, which often leads to disengagement and turnover.
Remember the thrill of the interview process? You’d get an email from a hiring manager, set up an interview time, nail the interview and then… nothing… for two weeks. Most of us have felt that soul-crushing feeling of not hearing back from a recruiter or hiring manager after dedicating time and energy to the process. When jobs were scarce, companies could get away with “ghosting,” but in today’s job economy, it isn’t going to fly.
Better recruiting = better talent
At the end of the day, improving business objectives is the big picture. Organizations cannot forget that the candidate experience is part of work culture too. Take a step back and assess your hiring practices to make sure you’re setting up your company for success. Ready to take your hiring to the next level? Check out these tips to improving the candidate experience.