27 April 2014, 10.26 PM
2 EASY STEPS TO IMPROVE CANDIDATE FEEDBACK WHILE BUILDING YOUR EMPLOYMENT BRAND
Don’t you hate it when you apply to a job and you never hear back? Me too!
In today’s highly competitive job market, overlooking one of the most basic and simple parts of the recruitment process can reflect negatively on you, your company and your employment brand. Essentially, it will annoy and frustrate candidates and they’ll be less likely to want to work at your organization in the future. Additionally, you also miss out on the opportunity to build your network and promote your employment brand
Ever since the early days of my recruitment career, I’ve made a special effort to differentiate myself from other recruiters and do my best to provide as much feedback as I can to applicants of my jobs. Admittedly, I haven’t been perfect in this area and there have been candidates that fell through the gaps, but over the years I have experimented with, developed and tested a number of simple ways to improve my feedback rate and here’s a couple of easy tips that may help you:
1) Implement a system to respond (and thank) every candidate applying to your job.
As well as a personal touch, this gives the candidate confirmation that their resume has been received. Thanking them for their application is polite and a good way to start the relationship. This might sound like a lot of work if you are receiving hundreds of applications for a specific job but there are many quick and automated ways to do this depending on the technology of your recruitment process. Most Applicant Tracking Systems (ATS) and job board software products will have a customizable auto-reply function for new applicants coming in. If this isn’t available to you, then a simple email auto signature will suffice and only takes a couple of seconds to do. Here’s one I’ve used in the past:
“Thank you for sending your application to us. We will review your application over the next few days/week/end of month and will be in touch via email or phone with some feedback.”
Many ATS systems and job board products will offer a standard response, but I recommend customizing this message to reflect your personality and the employment brand of your organization.
2) Let every candidate know the final outcome of their application.
This seems obvious for the successful candidates, but what about the ‘rejected’ ones? Remember, they might not be the right fit for this job but they could be a great fit for another role that comes up in the future (or might be able to refer someone to you). Also, remember that candidates talk to each other and you could quickly get a bad rep around town.
Again, many ATS systems will have a customizable function that will allow you to do this with the click of a button. If you don’t have an ATS system, then you can use another quick email auto signature to respond to the candidate. Here’s an example of one that I have been using recently:
“Thanks again for your interest in this postition. Although you have gained some great working experience throughout your career, your profile isn’t close enough to match the needs for this particular position and so we will not be proceeding with your application. We will hold onto your details in case something more suitable becomes available and please keep an eye on our website firstname.lastname@example.org”
This message is polite and complimentary to the candidate and gives a clear indication of whether they are successful or not. It also lets the candidate know what you’ll do with their information and promotes your career page. It can also be another chance for you to promote your employment brand.
This has been extremely effective for me and I have received hundreds of replies to this message from candidates thanking me for my time and for actually getting back to them. This small step reflects positively both on me as a professional as well as the company I’m working for. It also keeps the door open for future relationships as I continue to build my network.
By using technology and a little bit of thought and planning, everyone should be able to respond to all candidate applications. Instead of viewing feedback as a burden and cumbersome to give, try viewing it as a great way to promote your employment brand and build networks in the talent market. By responding to every applicant that has shown interest the opportunity, you are creating a good first impression and taking the first few steps towards building a relationship with the candidate.
Photo credit: recruitingdaily.com