Recruiters deal with a lot of people. Between our clients and our candidates, we are in constant communication with a seemingly never ending stream of faces and names. When dealing with several candidates at once, it can be easy to begin to see them as just another number, but this is a huge mistake!  We must never forget that our candidates should be treated as well as our clients – with respect, transparency and integrity.

The first rule is very simple: Always reply. Candidates know how it so often goes these days; “ghosting” occurs just as frequently in the recruiting world as it does in the dating world. Because of this, job seekers have begun to distrust recruiters in general and it’s up to us to work to undo this growing sentiment.  It’s never easy delivering bad news, but letting a candidate “off the hook” and giving any amount of feedback (no matter how small) is the right thing to do. Plain and simple.

Job seekers often joke that looking for a job is a full-time position, and they’re right! Interviews are extremely commonplace for recruiters, but we must remember that for candidates interviews are a big event. Committed candidates spend time and money on preparation, research, time off from work, travel and then there’s the interview itself – not to mention the nervousness and lost hope. These folks have earned the right of feedback. Who knows? Your feedback might just help them the next time!

People appreciate personal and genuine interactions. Although form emails are very obvious and don’t fool anyone, they are better than nothing.  But, it’s really best that all communication be kept authentic. Take an extra few minutes to write a thoughtful email, or better yet, grab the phone! Even if things don’t work out, a “human touch” will make everyone’s experience better and you’ll be remembered for it.

Now I know this may seem like a lot of time and effort. Surely, we don’t want to leave any frowning faces or burnt bridges in our wake, but we must also prioritize. Why does this even matter that much? Each candidate has the potential to impact a company’s public image. Candidates who had positive experiences, even if it didn’t result in a job, will more likely speak highly of their recruiter (and the company they represent) to colleagues and personal contacts. However, replace a positive memory with a negative one, and it is a recipe for a lot of bad PR. Today, word-of-mouth is one of the most important marketing strategies. Happy candidates are free advertising, but unhappy ones are just the opposite.

Protect you and your company’s image and show that you care!  Doing the right thing will go a long way!

Thanks for reading,

Meredith

“Do not do to others what angers you if done to you by others.” – Socrates