Don't forget the 'P' in candidate!
Paul Di Michiel
Career coach | Interview skills coaching | Virtual coaching | LinkedIn profiles | Engaging resumes | Facilitator | Speaker Author & writer | Job search strategies
Here's a message to (some) organisations and recruiters: There's a 'P' in candidate!
In this case, the 'P', stands for PEOPLE. Every applicant is a PERSON and they take things (surprise, surprise) PERSONALLY.
Every interaction you have with a candidate, be it an email, voicemail, phone conversation, coffee meeting or interview, is important. You are dealing with a PERSON. This person has likely spent time preparing a cover letter and resume for the job you have advertised and has submitted this information in the hope of gaining an interview with your organisation or the organisation you represent.
Fundamentally, they have put in EFFORT (to varying degrees) to gain your attention and are excited about the prospect of working for you or your client. Imagine their disappointment when they are either ignored or discarded without so much as any form of response - In other words, any level of professional courtesy or reciprocity.
As a career coach, I regularly have to remind my clients that they will develop a 'thick skin' during their job search, having to deal with such disappointments on a regular basis. It should not have to be so...
Having worked in Human Resources for a number of years, I know how busy it gets with many, varied and shifting priorities and good intentions to reach out to candidates regularly fall by the wayside. However, there are systems and software that can help you to respond to candidates at the click of a button on your keypad.
Alternatively, state clearly on your job advertisement something like: 'If you have not heard back from us by [date], you can assume that you have not made it to the interview stage. Should this happen to you, we appreciate your disappointment but would like to sincerely thank you for your interest in our organisation and wish you every success for the future. Should another suitable role be advertised, please don't hesitate to apply.'
If you ignore/forget/drop candidates, they will undoubtedly think ill of you and your business. They will tell others about their experience (often emotionally), and clearly not be inclined to use or recommend your services in the future. Remember that's there is only 'six degrees of separation' and it is probably only two or three in our geographies, industries and professions.
Fortunately, the 'good' recruiters and organisations want to form a relationship with their candidates. It's not just benevolence, it good business! Guess which ones are successful?
If you don't practice some common courtesies, it will eventually catch up with you. Look after your candidates and they will become key members of your marketing team. Everyone wants to be aligned with good folks who are also winners in his or her chosen profession.
Good recruiters are constantly disappointed how their profession is besmirched by the near-do-well, fly-by-night body-shoppers who are in the game for a quick buck.
As job-seekers, find 2-4 good recruiters via your network. Ask people you know and trust who they recommend and seek an introduction. Have a conversation and if you feel there is alignment and mutual benefit, partner with them as part of your job search project. These good recruiters most definitely ensure the P is a significant part of 'candidate'!
#recruiters #jobsearch #candidates
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Paul Di Michiel is an experienced Human Resources executive having held senior regional and global roles in Australia, Singapore and the United Kingdom. He has also personally experienced job loss during his career and now works as a career coach with his own business, The Career Medic. He is the author of 'Fired to Hired, The Guide to Effective Job Search for the Over 40s' and regularly speaks to community groups and contributes to websites and local newspapers on job search topics. You can find out more about Paul here.
Other LinkedIn posts by Paul:
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Regaining confidence for job search
Technology and the mature-age worker
Is LinkedIn a haven for closet narcissists?
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Is leadership as dead as a dodo?
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I'm glad I've lost my job 3 times!
3 resume tweaks you should consider
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6 tips to work effectively with recruiters
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The 9 mistakes interviewers should NOT make
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