By Sara Klieger
We’ve written a few times about what job candidates can do to stand out. But what can companies and recruiters do to ensure that great candidates apply to their jobs and finish the recruiting process feeling good about the company – even if they didn’t get a job offer?
I know a few people who are job hunting currently, and they’ve shared some of their frustrations with me. If your company is committing any of these recruiting sins, I guarantee you’re missing out on highly-qualified applicants. Or worse, you’re scaring them away.
1) Your online application system is the worst thing ever
If an applicant has to upload their resume AND manually enter the same information in a different place, it’s annoying. No one likes annoying. Look into a different system. Also, if applicants are following directions to upload resumes and cover letters, but the system still won’t accept the uploaded files, you’re wasting applicants’ time. They’ll give up on you and apply elsewhere.
2) You don’t give applicants time to prepare
A friend of mine recently applied to a job, and within two hours, someone from that company called them up and began a phone interview – with no advanced warning! Respect an applicant’s time. They might not be in a place where they can talk to you right now (maybe they’re at their desk at the job they want to leave!). Schedule the phone screen in advance so they can be relaxed, prepared, and truly ready to answer your questions.
3) You don’t tell applicants they’ve been rejected – after they interviewed in person!
This one, to me, is the big no-no. An applicant took hours out of their day, possibly taking vacation time, to interview with your company. By now, you’ve probably spoken on the phone and emailed a few times. In short, you’ve built up a relationship with this person. To not ever let them know you’ve made an offer to another candidate is so disrespectful. All it takes is a quick email.
In a world where people can slam you on Glassdoor, your company can’t afford to not treat job candidates well. Make sure the application process works seamlessly, work with candidates to schedule their interviews at a mutually convenient time, and keep up the communication with them, even if the news you have to share isn’t happy. You’ll leave candidates thinking more highly of your company, and more likely to apply again or recommend job openings to their friends.