Beyond The Offer Letter: Transforming the Entire Recruitment Experience

One issue that we have carried over particularly from last year is that the way we handle the recruitment landscape demands a fresh perspective.

A trend emerging from social media conversations reveals a critical insight and that is the fact that many candidates feel an increased sense of neglect and disinterest during the hiring process, particularly to those who don't eventually receive a job offer.

This creates an opportunity for leadership as it calls for a deeper understanding of the various viewpoints involved in recruitment.

It is my opinion that if leaders take a step back; particularly those who want to lead the charge in positively impacting this issue and spend some time looking at all these perspectives we would start to see more empathy and a desire to improve the recruitment experience.

There are 4 perspectives in the Recruitment Process

The first one is that of the Company (Hiring Manager/Recruiter). This perspective is focused on finding the right candidate for the job. It involves developing a job specification, advertising the opportunity and ultimately assessing skills, experience, and cultural fit. The company's goal is to fill the position efficiently while maintaining the quality of hire.

The second perspective is that of the Successful Candidate whose experience is often positive, marked by effective communication and engagement throughout the hiring process. Their journey usually ends with the excitement and satisfaction of receiving a job offer.

Then there are the Non-Selected Applicants. These are candidates who were considered but not chosen for the position. Their experience varies based on the company's communication and feedback. Keeping them informed and providing constructive feedback can significantly impact their perception of the company.

The final perspective and this aren’t always present in every recruitment, but the incident seems to be getting more prominent are the “Ghosted Applicants”. A crucial group often overlooked; these applicants receive little to no communication post-application. They are left without updates, feedback, or closure. In many cases they would have invested time in the process beyond just sending in applications. They may have even attended interviews and asked to carry out case studies. This group's negative experience can have a lasting impact on the company's employer brand.

Why Does This Matter?

Neglecting the candidate experience, especially for the latter two groups, can have broader implications. While there may be no immediate consequence, it's important to remember the long-term effects of our actions in the recruitment process.

We need to start changing our attitude towards candidates and lead by example, as this is how true change occurs. A respectful and considerate approach to every candidate not only reflects our values as an organization but also sets a standard in the industry.

By prioritizing empathy and transparency in our recruitment practices, we can initiate a positive shift that resonates beyond our immediate hiring needs.

We can start doing just that in 2024.