Are you treating your candidates as well as you should be?
We all like to be treated with care and respect, whether in a personal or a professional context – so why does this priority fall by the wayside for so many organisations trying to recruit staff, be it sales or IT recruitment?
After all, it would seem a logical conclusion that the best-treated candidates are those most likely to form a positive impression of your company – meaning that clients of Webrecruit (http://www.webrecruit.co.uk) need to take the matter seriously.
You only need to put yourself in the position of the jobseeker to realise that a company that makes the recruitment process seem distant and cold is not one that they will be overwhelmingly enthusiastic about working for.
This is bad news in a recruiting age in which so many firms want their employees to be effective ambassadors, espousing the finest qualities of their brand. This is particularly true in the case of customer service recruitment, where companies are looking to hire customer-facing staff.
Your organisation will not experience ongoing success if it does not make the recruitment experience a lot more bearable for those being recruited. If those at the top of the company do not care, then hiring managers are unlikely to be much better, being poorly trained and not able to acknowledge the very significant cost of recruiting the wrong person.
Not only is the recruitment agency fee or advert cost wasted by a bad recruitment decision, but it also wastes the time of the interviewers and supporting staff and the salary of the person recruited who turns out to lack suitability for the job. The biggest cost, though, is the lost value of what could have been created by that person, if they only knew how to properly meet the responsibilities of their role.
A poor recruitment decision can cost a company many thousands of pounds over even a short period of time, and the seeds for that failure are sown at an early stage. Is your company website difficult to navigate, for example, making it unnecessarily difficult for someone to send you their covering letter and CV? Or are your hiring managers even analysing each CV properly?
Admittedly, the computerisation of the recruitment process has also helped to dehumanise it. There is also an over-emphasis on sales and performance in the process of recruiting staff, and when it is done in-house, it can sometimes be under-resourced.
Until the interview stage, then, the recruitment process might not even seem to take into account the human needs of each job applicant. Thankfully, though, matters don’t have to be this negative, with many firms out there setting a great example by making their own recruitment process more transparent and open, giving access to a real person to candidates.
Even things as simple as having a real person promptly get in touch with a candidate after their application and relaying the more human aspects of their brand, perhaps in the form of a ‘Meet the Team’ page on the website, can make a major difference to how clients are viewed by both successful and unsuccessful applicants.