New Year, New Me – New Years Resolutions for Recruiters

By Declan Collins

It still amazes me as to how many recruitment functions think they are doing an amazing job, talking of how much they care about the candidate journey and giving the applicant a “world class” experience. Their actions rarely match their words unfortunately.

The bottom line is candidates only really care about a few basic things when they apply for a job, and care little what sophisticated methods of assessment are happening in the background that you, as a recruiter or recruitment manager may be intensely proud of. What they all pretty much care about is that their application was assessed fairly, that they are communicated with in a reasonable time-frame, and that if they are brought to interview, that this timeliness and communication is continued throughout the process.

The fact that you use artificial intelligence, robotics, the latest in online assessments, or the greatest Applicant Tracking System known to man is meaningless to them if they have no clue where they are in the process and get zero feedback.

So how about these for some New Years Recruitment Resolutions that we all could try incorporate into our dealings with candidates:

• I’ll review all new applicants to roles a minimum of once a week
• I’ll regret anyone that will definitely not be going forward in the process immediately
• Anyone I am unsure of I will send an email to to let them know that they are being considered and give them a definitive date as to when I will be back to them by (and I’ll get back to them by then)
• I’ll communicate with my candidates at all stages of the process in a timely manner and clearly set their expectations as to when they can expect a follow up/what next stage will be (and, again, I’ll do this)
• I’ll provide feedback as to why they were not successful at interview – this will at least allow them to get some value out of a ‘regret’ – maybe they need to brush up on their presentation skills, or handle certain competency based questions better
• I’ll treat them as I would like to be treated if I was applying for a new job

Having worked in recruiting for a long time, I know I have been guilty of all of these behaviours I am highlighting, but for 2018 if we all focus on the basics, our candidates will have a much better experience even when they’re unsuccessful, irrespective of what cool technology we are using.

About

Declan Collins is an experienced Recruitment Manager and Head of HR Shared Services, as well as Editor of HRheadquarters.ie.

[email protected]