How to build trust and successful relationships with your candidates (part 2)

As mentioned, I'm back with the second part of: https://lnkd.in/ge9krCT

6: Point of contact: We know that the recruitment process started to be segmented leading to candidates being passed from Sourcer to a coordinator, from the coordinator to a Recruiter, from a Recruiter to Hiring Managers. This is leading the candidate without a proper point of contact that she/he could reach to when needed. I can tell you that I have been in these shoes and definitely cause a bit of stress, feeling left out on my own as a candidate. Also, having only one point of contact through the process creates rapport and trust that you can easily miss out if you have too many point of contacts. As a recruiter/sourcer you are building up this trust from the moment you reached out to the candidate until he/she went through all the interviews, feedback but also after this in keeping an open conversation. Stick to maximum 2 people as point of contact for candidates. 

7. Check salary availability at the beginning of the process: I always discuss salary during my phone/video screening. Everything may vary, but again think about, why would I waste someone’s time to run interviews and discussion when I know that I am unable as a company to provide the package that he is in search for. There is a limit on the negotiation side and don’t make it a bargain.

8. Ask feedback from your candidates: Talk to your candidates and ask how they felt in the interview with the hiring managers. Their feedback is extremely valuable. Sometimes it can also reveal that they will probably not want to proceed with the process, either they don’t think they match the team, or they feel under-qualified or overqualified, etc. Also, at the end of the process, no matter the outcome, make sure you collect feedback from your candidates and understand how can you improve yourself. See from first hand, what can you as a recruiter improve and also the hiring team. Candidate will definitely appreciate wanting to be heard or at least, asked to. 

9. Provide detailed honest feedback: 

We all need closure. When we don’t get it, it’s unpleasant. We should get it no matter what. Be transparent, share via phone or email the feedback you got from your hiring manager. State the reasons, perhaps it was the level of technical experience or unsuitability culture wise, we all deserve getting closure. You should definitely, admire someone who wishes to improve themselves. That person might be able to join us in a few months, if not suitable now. 

10. Recommend your talent: 

Sometimes, it happens that the interviews are not successful. Might be the wrong time, the wrong team, etc but it does happen that even when we have a superstar candidate, we are unable to bring him aboard. So what do you do? First, share your honest opinion about his profile and congratulate the person on the performance had during the interviews. Explain the situation, he/she will appreciate knowing and secondly make it public. Recommend him to the rest of your colleagues in other teams and if not possible then share it with the wide world. Linkedin is definitely the place to start. Help your candidate achieve his/hers potential. 

To sum up, in a partnership you need to give and receive. It’s a relationship, like any other you might have in your personal life. You want to be heard? Then, you need to listen. 

If you think only in numbers, the numbers will probably fail you. When it comes to recruitment and talent acquisition, it is about people and how you made people feel in the recruitment process. I believe this field has a higher calling, as you are helping someone to change their life for the good. This humble job provides us with an amazing opportunity to help other dare following their dreams.