What does your company’s recruitment strategy convey to job candidates?
Does it accurately reflect your company culture, its values and competency?
In this Monster video, Jon Picoult, Founder and Principal of Watermark Consulting, encourages small companies to create engagement at every stage of the recruitment process.
By: Jon Picoult
Think about what a terrible statement it makes for your company, your employer brand and even your consumer brand when you have somebody out there that says, “Gosh, you know, I sat down, I met with them and I never heard from them again. They never had the courtesy to just tell me that I didn’t get the job or whatever.”
I think that those are the kinds of messages that really detract from an employer and a consumer brand. And it’s a very important place for a company, where a company can demonstrate proof points of what they’re all about.
What I mean by that is, you’ll have many companies that will say, “Our people are very important to us; our people are our most important asset, we treat our people extremely well.” Okay, fair enough.
Through the recruiting process , once somebody submits an application to you, maybe they’ve been through the interview process , how you stay in touch with them, how you status them, is sending a signal about how important communication is and how you treat the people that work with you.
And those organization that, for example, in a cavalier fashion say to a candidate, after I conducted and finished an interview , I say ‘We’ll get back to you in the next two to three weeks,” and then what does the candidate hear? They hear crickets and nothing else.
When you make a commitment like that, and then you don’t honour it, that’s having a negative influence on your brand and it’s certainly having a negative influence on that candidate’s perception of you as a potential employer. You made a promise to me and then you didn’t honour it.
What I tell companies is just as you would in any service organization, you should be communicating -- even if you have nothing to communicate.
What I mean by that is if you want one way to guarantee that you will stand out in the recruiting experience from all others, just do this: Say to people, “We should know more in the next two to three weeks after the interview and we’ll contact you in two to three weeks.”
And then in the third week, you actually don’t have any news to report, maybe you’re still interviewing people, but you call or email the candidate just to say, “I promised you that we were going to contact you in three weeks. I want to let you know unfortunately that we haven’t made a decision yet, we’re still in the process. I want you to be aware of that. I will contact you again in x weeks.”
Just doing that, I would say 9 times out of 10, that candidate is going to look at that exchange and say, “Wow, that was pretty neat.” Because it’s so rare that they see that.
And I think particularly as you get towards the end of a candidate selection process, where you’re not talking about a thousand potential candidates -- it might just be a handful -- communicating in that way, shows that you have respect for that person.
You’re showing respect and that signals something about the values of your business and how you treat your employees whether they’re onboard now or they’re perspective.
Additional Monster videos on recruiting and hiring:
• Competing for Top Talent
• Your Job Description is your Company Brand
• Set the Scene for a Great Interview