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Call and Give Feedback to Candidates

We often get caught up in the details of selecting the job boards to post a job opening, the verbiage contained within the job description, and the whole process of candidate to employee. We hide behind the process missing an opportunity to engage all the candidates in a new and beneficial way.

Pick up the phone.

According to CareerXroads Source of Hire Report for 2011, 50% of candidates have absolutely zero contact with a company upon completing their online application via phone or electronic.  It doesn’t hurt to pick up the phone.

Give feedback. And options going forward are another way to make it right and a way to stand apart from your competition.  This will further differentiate the culture, environment and level of service you provide to your candidates compared to the rest. Don’t be afraid to say why this isn’t a good fit. Suggestions and aid can could come in the form of a minute of your time, a resume template or LinkedIn organizational tip. This provides value  for the candidates time.

As Jerome Ternynck says, “Nothing’s worse than recruiters who don’t give feedback to candidates.”

One simple action can help provide job seeker closure and value even if they didn’t get the job at the company you represent. As a recruiter and an organization, you not only build relationships, improving your employment brand while also growing your talent community, but most importantly you’ve made a difference in someone’s life, one phone call at a time.

Jessica Miller-Merrell, SPHR is a HR consultant, new media strategist, and author who writes at Blogging4Jobs. Jessica is the host of Job Search Secrets, an internet television show for job seekers.

 

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