When you recruit someone, you are creating an impression – of yourself and the organization you represent. Whether or not this person is hired, an opinion will be formed (and possibly shared) based on the experience.
I’ve always thought recruiting is akin to sales. Instead of a product or service, a job and organization are the thing being sold.
Bad Recruiting Experiences Matters
Ask any job seeker if they’ve had a bad recruiting experience at some point and the answer is almost always “yes.” A recent Pricewaterhouse Coopers (PwC) survey reported that 92% of candidates say they’ve experienced poor recruiting practices at some point in their career. PwC further stated that 49% of candidates have turned down a job offer due to a poor recruiting experience.
What makes it so bad? It’s something that isn’t addressed in recruiting procedures; it boils down to ineffective (or an absence of) communication.
Communication in the Recruiting Process
Beyond providing clear information (about the salary and benefits, for instance), hiring managers should keep the communication frequent and the process moving.
- Some employees will quit a recruiting process because it was taking too long or because there’s been no contact from the company.
- Your competition has fast recruiting processes – don’t miss out on great talent because a manager can’t make time to do an interview. Keep the process moving.
With every candidate you meet, approximately half could walk away with a negative impression. If these candidates have a bad experience (to the point they don’t accept a job offer), who are they telling about their experience? That one experience could lead to a ripple effect of lost candidates.
Today’s Tip: Don’t lose good hires by providing bad recruiting experiences – move quicky and communicate often.
