Hiring success is a lot like striking gold \u2014 enriching your business as you bring top talent onto your team.<\/p>\n
There are some organizations, however, that will never strike gold because they don\u2019t give candidates the respect they deserve. One recruiting expert who\u2019s been on the other side of the table\u00a0recently wrote<\/a>\u00a0about his own\u00a0candidate experience<\/a>. Like me, he\u2019s astonished that so many companies don\u2019t even understand the basics of simple common courtesy.<\/p>\n It\u2019s not hard. It\u2019s not complex. It\u2019s not difficult. Treat candidates as you\u2019d want to be treated \u2013 not just in a recruiting context \u2014 but as a real live human being.<\/p>\n Just follow the Golden Rule. And if necessary make it a company rule so everyone complies.<\/p>\n <\/p>\n John Hollon, an award-winning writer and noted authority on recruiting describes his candidate experience in his article, \u201cThe Good, the Bad, and the Ugly of the Candidate Experience<\/a>\u201d at\u00a0Recruiting Daily.<\/p>\n He points out the \u201cgood\u201d in jobs that he was all but offered, plus the \u201cbad\u201d of promising job opportunities that seemed to evaporate for no reason.<\/p>\n But the \u201cugly\u201d was truly obnoxious. As John says, some organizations that\u00a0seemed\u00a0to want to hire him, \u201csuddenly went incommunicado and treated me as if I had Ebola. I couldn\u2019t get them to respond to save my life.\u201d<\/p>\n As we pointed out in our\u00a0own post<\/a>, nearly half of candidates in 2016 reported receiving\u00a0no reply at all two months after applying. John considers this one of his \u201cbiggest gripes,\u201d explaining that \u201cthe worst answer in life isn\u2019t no; the worst answer in life is no answer at all and to be left spinning your wheels.\u201d<\/p>\n He\u2019s right. If you\u2019re not planning to hire someone who took the trouble to apply, the least you can do is let them know. Isn\u2019t that how\u00a0you\u2019d\u00a0want to be treated? That is, after all, the \u201cGolden Rule\u201d of life. Not following it hurts your employer brand and reputation as an organization.<\/p>\n Like John, I find it so strange that many companies treat people as if they don\u2019t even exist. Perhaps they don\u2019t intend to present themselves in such a way, but intent doesn\u2019t matter. Processes need to be put in place so that every candidate is treated with respect \u2014 even those that don\u2019t even come close to meeting your needs.<\/p>\n So if necessary, make the Golden Rule an actual rule. Set up an SLA within your recruiting and hiring process to assure that every candidate receives an appropriate response within a specified time period. What type of response and how much time? That may differ in various organizations, but it\u2019s important that an SLA be put in place to assure consistency.<\/p>\n Once again, this is just common courtesy. If you need to make business case for such a rule, consider that candidates are likely to assume that you treat your customers exactly as they are being treated. So you could lose a lot of revenue for years to come. And they\u2019re likely to tell others about their candidate experience, maybe even online. Who knows how many talented candidates you\u2019ll lose out on because you\u2019ve treated others so poorly?<\/p>\n Fortunately, SmartRecruiters’\u00a0recruiting software<\/a>\u00a0makes it easy to automate these processes \u2014 so you can communicate in a timely way and deliver a\u00a0candidate experience<\/a>\u00a0that\u2019s not ugly at all, but as good as gold.<\/p>\n","protected":false},"excerpt":{"rendered":"Hiring success is a lot like striking gold \u2014 enriching your business as you bring top talent onto your team. There are some organizations, however, that will never strike gold because they don\u2019t give candidates the respect they deserve. One recruiting expert who\u2019s been on the other side of the table\u00a0recently wrote\u00a0about his own\u00a0candidate experience. […]","protected":false},"author":306,"featured_media":33758,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"episode_type":"","audio_file":"","cover_image":"","cover_image_id":"","duration":"","filesize":"","date_recorded":"","explicit":"","block":"","filesize_raw":""},"categories":[838],"tags":[],"series":[],"acf":[],"aioseo_notices":[],"episode_featured_image":"https:\/\/www.smartrecruiters.com\/blog\/wp-content\/uploads\/2017\/06\/blog_candidate-experience.jpg","episode_player_image":"https:\/\/www.smartrecruiters.com\/blog\/wp-content\/uploads\/2020\/01\/Podcast-icon.jpg","download_link":false,"player_link":false,"audio_player":false,"episode_data":{"playerMode":"dark","subscribeUrls":{"apple_podcasts":{"key":"apple_podcasts","url":"https:\/\/podcasts.apple.com\/us\/podcast\/hiring-success-podcast\/id1472174987","label":"Apple Podcasts","class":"apple_podcasts","icon":"apple-podcasts.png"},"google_podcasts":{"key":"google_podcasts","url":"https:\/\/podcasts.google.com\/?feed=aHR0cHM6Ly9oaXJpbmdzdWNjZXNzcG9kY2FzdC5jYXN0b3MuY29tL2hpcmluZy1zdWNjZXNzLXBvZGNhc3Q","label":"Google Podcasts","class":"google_podcasts","icon":"google-podcasts.png"},"soundcloud":{"key":"soundcloud","url":"https:\/\/soundcloud.com\/smartrecruiters\/sets\/hiring-success-podcast-1","label":"SoundCloud","class":"soundcloud","icon":"soundcloud.png"},"spotify":{"key":"spotify","url":"https:\/\/open.spotify.com\/show\/3bM8YzLjM2G9qJXLBBySaB","label":"Spotify","class":"spotify","icon":"spotify.png"}},"rssFeedUrl":"https:\/\/www.smartrecruiters.com\/blog\/feed\/podcast","embedCode":"Silence speaks volumes: Far worse than \u201cno\u201d<\/h2>\n
Make the Golden Rule a rule<\/h2>\n
Recruiting Alchemy: Turning Your Candidate Experience into Gold<\/a><\/blockquote>