Prospect Empoyers and Recruiters Blacklisted

Certainly non communication is the biggest contributor to people losing trust in a company as a preferred employer. When they fail to get the communication in the time frame that it was promised or eventually fail to get any communication after the role is filled.

But there is another contributor to faith in a prospect employer. It is silent but very powerful especially in relation to experienced careers.

A job is advertised and a candidate that happens to tick all the boxes fails to get communication or receives a regret letter - this could be a message.

With experience, job seekers develop a very accurate assessment of their fit for a position. They dont just respond to job adverts. They develop their vision on what value they will add if given a chance. And mentally, they start imagining how their life would change if given the opportunity - where they would live, routes they would use and any other related to the job.

With their own belief about themselves, they are convinced that even if they dont get the job, they will be called for an interview. They can not miss the long list.

The reality - they will receive a regret letter that states that a judgement has been made without them being given a chance to explain themselves. Sometimes they will not get any communications and in the era of data security, they have just provided their confidential data to strangers in the application.

The employer, the recruiter is blacklisted. If they are not seen as a fit, then who is?

Employers get blacklisted. Head hunters can paint a better picture of this. The experience of finding a great candidate who has delinked themselves from an employer and would not take up or even discuss any opportunity however great the terms.

The expectation of merit in experienced careers is so significant. Candidates that feel that they have not been properly handled become available to some employers and for recruiters who handle different companies, this is a huge risk of impression that may affect the ability to attract talent for more than one client.

Communicate and embrace merit. At higher levels of recruitment, engage candidates directly even to discuss why they are not considered for roles. Monitor your interface with job applicants. Inaccuracies in screening are risky to the brand