For companies like LinkedIn, the relationship between candidate and customer is a delicate balance, hinged on employer branding and hiring experience.

In an ideal scenario, every employee at your organization is an avid user of your company’s product, and all teams—from sales to development—have a personal investment in its success. Few organizations can make such a claim, but working for a company as ubiquitous as LinkedIn means high probability your employees double as users. The same can be said of the thousands of candidates who apply to work for the networking platform, particularly at the collegiate level, which falls under the jurisdiction of Emily Campana, Director of Global Campus Recruiting.

Since joining in 2011, Emily has worked her way up the LinkedIn ladder, from senior recruiter to her directorial role, and gleaned an intimate look at the company’s brand, values, and social purpose along the way. To learn more about navigating the tricky balance between candidates and customers, we invited Emily to speak at our Hiring Success conference in San Francisco.

“We have a strong consumer brand because we have so many members on the platform,” says Campana. By LinkedIn’s recent count, over 575 million—nearly 55 million of whom are college students. “But, we’ve never sat down with marketing and asked ‘what’s our EVP’, or ‘how are we going to build content for that?’ What’s happened has been pretty organic.”

The rest, Campana says, is driven by LinkedIn recruiters. “We teach our recruiters the full story of how LinkedIn came to pass, the company’s values, what we are working on, how we believe we are changing the world, and then really dive into culture and values—we call it master storyteller.” LinkedIn then asks its recruiters to promote the company brand in conversations with candidates, in a way that goes beyond job descriptions.

“Our recruiters spend time with candidates to understand what their motivators are,” says Campana. “Then, we speak to those through our culture, values, organization, and design. This way our recruiters drive the overall brand with our candidates.”

And this step is important for a company whose product is widely recognized, but whose employer brand is not advertised so much. “Our candidates believe that they know a lot about our company because they are users,” explains Campana. “We have to help them understand the consumer side of our business, and we get a lot of suggestions as a result.” And while LinkedIn welcomes critique from users, customers’ understanding of the business is often one-sided.

“Many people believe that we are just a TA product,” says Campana, “but we also have a sales product, a learning product, a marketing product, as well as our broader mission about what LinkedIn does to help empower and make professionals more successful.”

For students preparing to enter the workforce, LinkedIn hosts career-focused events at campuses across the country, where participants can receive help with their profiles, take headshots, and, according to Tey Scott, former Senior Director of Global Talent Acquisition at LinkedIn, “help them land their dream job regardless of our recruiting efforts.”

These day-long development events are held in target cities like Atlanta, Boston, and San Francisco—regions with concentrated clusters of universities. By moving away from recruiting at university career fairs—a tactic that only reached about 40 universities per year—LinkedIn adopted a more scalable method that allowed the company to expand its reach to 300+ institutions.

While campus recruiting is just one facet of LinkedIn’s talent strategy, students—primarily Millennials and Gen Zers—are an important demographic for the professional network. And LinkedIn is not alone in targeting the future workforce, with an increasing number of organizations looking at how the next generation’s values and principles directly affect how companies view candidate experience, EVP, and employer branding.

Candidates can share their good or bad experiences across their social media networks, which will likely color their perceptions—as well as those in their network—as customers for LinkedIn’s products and services.

“One of the biggest pieces of our culture and values is ‘members first’,” says Campana. “And since every candidate who comes through our door is a member that’s even more important to us—their experience is not just as a candidates, but also as a LinkedIn member.”

Don’t become the “boiled frog” of Talent Acquisition by sticking with an ATS that is slowing down your company’s hiring process. Here are the warning signs and what to look for instead.

A malady known as “boiled frog syndrome” frequently plagues the HR community. Like the frog who sits placidly in a pot of slowly heating water until it is eventually boiled alive, HR tends to ignore the warning signs that their ATS has begun to hinder—instead of help—the hiring process. At a certain point, it’s time to stop creating workarounds and find something that works.

Why does it matter? Because at the end of the day hiring success is business success. The competitive edge of future businesses will be their ability to attract, select and hire the right talent on demand and on a budget. Modern businesses all leverage powerful and innovative software to optimize their workflow, with recruiters, hiring managers, and staffing firms among the earliest adopters within many organizations, especially when facing demands to source and hire great talent. Of the recruiting software applications designed to enhance recruiting workflow, Applicant Tracking Systems (ATS) offer many HR teams the flexibility and features necessary to make smarter hiring decisions that are scalable.

How Does an ATS Work?

Applicant Tracking Systems are a type of software that facilitates and optimizes the hiring process. HR teams create and post job openings within the ATS and push them out to the company career page or an external job board. The ATS then monitors the applications that are submitted, screens candidate resumes and CVs, and scores them based on criteria that demonstrate a candidate’s qualifications and fit for the role. After compiling candidate profiles into an ATS, the software monitors the status of all job applications and candidates along every step of the hiring process—from application submission to the job offer.

Not all ATSs Are Created Equal

While the basic idea remains constant across systems, the quality of execution varies greatly. And though changing systems can be onerous, if you are experiencing any of the following, it’s time to find a new ATS before your boiled frog syndrome affects your company’s bottom line.

1. Unable to Automate Annoying Administrative Tasks

Hiring managers and recruiters spend an average of eight hours per week on manual, repetitive tasks that could easily be automated. In addition to the obvious productivity cost, these tasks are a common source of ire for many recruiters. Automating administrative tasks like generating pre-screening questions, drafting interview requests, leaving candidate feedback, and source tracking applications with an ATS can save recruiters and hiring managers precious time and resources to spend on interviewing and sourcing candidates.

Optimization is a main attraction of an ATS, but if your existing software is not capable of replicating your current recruiting workflow or cannot handle the demands placed on it then it’s time to switch.

2. Creates Bottlenecks, Increasing Time to Hire

Recruiters are familiar with the frustrations of bottlenecks in the hiring process, whether it’s a flood of applicants clogging your candidate pipeline or applications waiting in limbo for review by hiring managers. Hiring at a steady cadence is good for your company and its brand, as it decreases overall time to hire, minimizes cost to hire, and creates a better candidate experience (not to mention makes for happier recruiters and hiring managers).

Your ATS should be able to usher candidates through each stage of the hiring process quickly and smoothly, allowing your entire hiring team to make smarter decisions along the way. This means that a quality ATS should offer reports telling you how long a candidate spent at each stage of the hiring process, detailed feedback from hiring managers, and data-driven evaluations of job applicants. If simple candidate decisions are taking too long to execute, then your ATS is not performing one of its key functions.

3. Outdated Keyword-Matching Technology Makes You Miss Candidates with the Actual Skills

Modern ATS systems rely on artificial intelligence (AI) to sort through a huge volume of candidate resumes and CVs by scanning them for specific keywords. This process is simple and effective but can be problematic, especially as the process relies on candidates using exact keywords in their application. As a result, eligible and skilled candidates may be excluded from the hiring process if their resumes don’t contain the right keywords.

In response, the next wave of applicant tracking systems leverage smarter AI tools and natural language processing (NLP) to score candidates and their resumes based on the job requirements and descriptions rather than keywords. These innovations are also important in eliminating recruiter bias from the hiring process.

4. Tracking Falls Short, Leaving You Unable to Replicate Hiring Successes

Finding out where your best candidates come from can help focus your future recruiting efforts, but if your ATS is unable to track various candidate sources—job boards, social media, or recruiting agencies—then you may be spending resources on channels that offer a poor return on your investment.

A good ATS should clearly track candidate sources and give insight into how to build personalized talent communities, enabling hiring teams to manage high-quality talent ahead of demand. Knowing the best channels for candidate sourcing allows recruiters to target passive and active candidates both inside and outside the company network.

5. Prevents You From Scaling Your Hiring Practices

Company growth is good, but what if your ATS can’t keep up? HR should be driving business expansion, not holding it back. To pace the demands of an expanding enterprise—from a startup to a multinational firm—an effective ATS can handle sourcing from multiple channels, support an engaging company career page, and drive more candidate traffic to your recruiting pipeline—all without inflating your hiring budget.

Know When to Make the Call

Legacy recruiting software and applicant tracking systems often fall short when faced with the demands of the modern hiring process. In an era where accessibility to jobs is greater than ever before, the best recruiting software anticipates the needs of modern businesses and candidates who use them. Find out more about how SmartRecruiters revolutionizes applicant tracking system functionality. Already have a legacy system in place? SmartRecruiters also makes it easy to replace an existing ATS.

Survale Candidate Feedback Platform gives the curious hiring manager all the data he needs regarding candidate experience. What do candidates actually think about your brand?

Meet the companies vying for the title of Recruiting Startup Of The Year (RSOTY) at Hiring Success 18, in San Francisco, March 12-14. Your vote determines which six are flying to California to pitch their ideas to 1000+ Talent Acquisition leaders and puts them in the running for the grand prize.

One of these six will be selected by a group of C-Suite experts and industry analysts for the ultimate prize of a Gold Sponsorship to Hiring Success 19, worth $10,000, which includes a branded booth and dedicated demo-room for potential customers to interact with their product.

Survale CEO and Co-Founder Jason Moreau has been in the HR technology business long enough to know candidate experience is central to a successful recruitment instrument. So, after founding a successful job board and applicant tracking system, he decided to branch out and create a specialized platform designed to track candidate experience, finally allowing hiring managers and recruitments easy data concerning their efforts. As a nominee in SmartRecruiters Recruitment Startup of the Year, Jason took some time to answer our questions and flesh out Survale further.

What’s your company’s elevator pitch?

Survale’s Candidate Feedback Platform provides an “Always On” solution for automatically gathering and analyzing engagement data from candidates throughout the hiring process. From careersite to interviews to onboarding to quality of hire data, Survale optimizes recruiting throughout the talent lifecycle.

What gave you the idea for your startup?

At Cytiva Software we focused on custom candidate experience and Survale’s co-founder, Ian Alexander (then CMO for Cytiva) posed the question “What if we could measure candidate experience?” Survale was born.

Is there a particular experience you could point to?

We kept hearing certain ATS platforms were deterring candidates. Candidates would refrain from applying simply because they saw a specific ATS in the background. We saw this as a potential opportunity to show clients what’s happening to their employer brand.

Of all industries to tackle, why recruiting?   

Our team has been in HR technology for dozens of years, it’s our foundation.

How do you envision your idea changing the talent acquisition landscape?

Well first, we want employers to understand their candidate experience and their brand metrics.  From there, they can begin positive changes. You cannot make changes without know what is wrong. We want candidates to be treated as if they are customers of your brand and you will only understand this point by measuring data.

What does ‘hiring success’ mean to you?

Hiring Success means being a proactive employer focused on attracting the best candidates for your organization. It doesn’t stop there. Hiring success is about understanding your market and extending competitive offers and benefits that act as incentives and offer work/life balance to those candidates. It’s providing exceptional onboarding and continued support to that new hire. It’s giving that new employee an experience so awesome that they tell their network about your organization/brand.

What is your favorite interview question and why?  

I am looking for how competitive the person is and if they need to win.

What’s the role of technology in hiring?  

The role is making the process efficient for the organization and as good of an experience as possible for the candidate. Employers need to be proactive and use technology to help attract candidates and simplify the hiring process for them.

This week, we’ve focused on making the candidate experience smarter and easier with 1-Click Apply and Additional Questions.

1-Click Apply 

1-Click Apply improves your overall employer brand, as well as captures the interest of highly qualified, passive candidates in a single click. Candidates can quickly and easily express interest in your job with their Facebook or LinkedIn profile and/or an attached resume. We’ve also added the ability to send a quick note to the hiring manager to make the candidate experience more social. This feature replaces the previous candidate experience and does not require activation by an administrator.

By applying with a Facebook or LinkedIn profile, the candidate is able to pre-populate their profile in SmartRecruiters with their contact information, work experience and education and can edit this information in the profile template prior to submission. Candidates can also upload a resume which will be parsed to pre-populate their profile. Overall, this feature reduces the time candidates spend filling out online job applications with information redundant to what they currently have documented in their social profiles. Given that the candidate experience is often overlooked in most recruiting applications, candidates will appreciate the ease of use of this feature and may even recommend your jobs to their friends or connections as a result.

Additional Questions on the Application

Additional Questions can make hiring smarter by capturing relevant candidate data with standard employment questions, like right to work and diversity, and open-ended questions and agreements unique to your job or business. You can add questions to your active job postings for candidates to complete as part of their profile when creating or editing your online application form.

Get 1-Click Apply for all your job openings by hiring with SmartRecruiters today!

Employees’ investments in their organizations extend far past the commitment of most other stakeholders.  Employees invest most of their waking hours, and their intellectual capital, to forge their livelihoods. They hope to reap more than just a salary: they look to increase their value as they add value; they seek meaning and connection in their work; an employee’s association is a source of pride.

Potential employees, or candidates, are unique stakeholders. They are often members of the local community. They may be customers. They often are connected to other stakeholders, especially employees.

Those who want their human capital (employees) to drive competitive advantage think about their employer brand and pay close attention to the candidates’ experience in the hiring process. In this post, I offer a candidate experience mission statement:

We treat applicants as potential employees. We make it easy to find our openings, learn about our company, and apply for jobs. We describe our openings clearly, describe our hiring process, and let applicants know where they stand. We provide feedback to help improve job hunting skills, even if we decide not to hire someone. We value our employees and are committed to hiring the best to join us.

 

Guy Kawasaki, in his book, The Art of the Start, promotes the advantages of a mantra over a mission statement. Here is a mantra (maybe a bit long) that is easy to remember:

Applicants are people. Be kind, but honest. 

 

EndNote Commentary (this is a gut check—consider yourself forewarned):

A mission statement is nice. But, I often wonder, as I give applicants feedback on how they can improve their resume, or their interviewing skills, (for which they thank me profusely) why this is so hard for companies to do? I think it is because they are afraid of being sued for discriminatory hiring practices. But, if you hire fairly, basing your decision on knowledge, skills and abilities that are related to the job, you have nothing to fear. And, giving applicants feedback can indicate what a great workplace you have, where expectations are clear and feedback is frequent and fair. Of course, you have to have that kind of workplace, don’t you??

Pat Sharp, The Talent Architect blends strategy, technology tools, and assessment tools with marketing magic to create unique talent solutions. Past and current clients include: Motorola, Deloitte, TiVo, and Cloudscaling. Photo Credit EmpowerPeople

How can the Candidate Experience be Improved? Attend ”SmartUp: Candidate Experience” on Aug. 8 to create discussion with CEOs, influencers and candidates.

Panelists will be Co-Founder and CEO of Simply Hired Gautam Godhwani, Founder and CEO of SmartRecruiters Jerome Ternynck, HR and social media Author and Consultant Jessica Miller-Merrell, 2 Job Seeking Candidates, and of course, The Talent Architect Pat Sharp. Get your SmartUp Ticket Today!

Facebook is the number 1 most visited site on the Internet and where the average users is spending 393 minutes per month liking, sharing, and connecting with friends, family, and colleagues.  Recruiters and companies who don’t consider Facebook as a potential candidate source in which to fill their positions are fools.  Active and passive candidates are engaging, connecting, and sharing intimate details of their life going beyond the standard LinkedIn Profile or two-page resume.

One of the challenges with Facebook are its sourcing and search features.  Because the network is closed, this makes internet sourcing a challenge unless you invest in tools like BeKnown or BranchOut which serve as a Facebook Recruiter Pro tool much like Linkedn’s Recruiter services.

A primary source of candidates comes from your Careers Page on Facebook. This is how you leverage your fans as a candidate source. Other times you want to proactively reach out to candidates.

Because Facebook is a more personal network, job seekers are sometimes put off when a recruiter contacts them via the network. How you engage, meaning that 400 character message as well as your own personal profile tells a lot about you and sets the tone for the recruiter/candidate relationship.

Before engaging a candidate on Facebook, they hiring manager / recruiter needs to make sure that their own profile is prepped and ready to engage.  This means including your last 5 years of work history with links to your company careers page.  I recommend sharing and sprinkling industry relevant content as well as information about your own organization within your timeline.  Clean up your profile and consider tweaking your privacy settings keeping your political rants and other taboo topics to yourself and your closest circle of Facebook friends.

Remember that Facebook limits the number of private messages you send over a period of time.  If you plan on spending hours recruiting on the network, Facebook moderates your message sending activity, which can pose a problem.  Consider planning your time out in advance or using other messaging options like your company email or phone calls to engage your target job seeker.  For companies who are also AAP compliant, these interactions with job seekers need to be captured, and if you are doing so on your personal Facebook account, you will need to keep an alternative electronic record and spreadsheet.

1. Be Personal. Use the job seekers actual first name.  Depending on the industry, job seekers receive a number of messages from a recruiter. Make yours as personal as possible to stand out from the rest.

2. Be Specific.  Cut to the chase but first acknowledge that you are contacting them via their personal Facebook page, and consider apologizing for the intrusion.  Let them know you are impressed with their skills, qualifications, or knowledge on a particular subject which fits with a position you are trying to fill.

3. Provide Details.  Don’t be cryptic and take an information-focused approach.  This means sharing salary range and company information for the position you are recruiting for.  Remember that the right candidates have choices and you must work to stand apart from the rest.

4. Include Information.  This means your information like email, phone number, and a time where they can contact you.  Job seekers are equally distrusting of recruiters as they are of them.  Extend an olive branch so they can contact you for further questions, information, or to share a referral.

Engaging job seekers and candidates on Facebook should be a personal experience keeping in mind that social networking for the purposes of recruiting is seen by some as invasive.  Stay positive, provide information, and help them understand how they might be a fit for your open position.  A little careful planning and preparation can go a long way.

Jessica Miller-Merrell, SPHR is a HR consultant, new media strategist, and author – check out her Blogging4Jobs page on Facebook. Jessica is the host of Job Search Secrets, an internet television show for job seekers. Photo Credit Recomy.

To advertise your open jobs on Facebook to the relevant audience without spamming, install the Careers Tab (for Free!) on your Company Facebook Page. And don’t forget about Facebook advertising: post a job with SmartRecruiters, who can make your job opening into a targeted Facebook ad.

We discussed the TheLadder’s Eye Tracking Online Metacognition research, which studies how cognition affects Recruiter decision-making in the selection/rejection process. The study was fascinating but what really stuck with me was the foundational misconception..  or miscommunication, if you will:  candidates thought Recruiters spent 4- to 5- minutes learning about them through their resume but the truth is that it’s really more like 1/50th of that.  The garish truth that study revealed is that the average recruiter spends six seconds on you (or at least  your resume).

Ouch… Talk about candidate rejection.

The truth is that you can’t really learn much of anything about anyone in 6 seconds; but you can glean keywords that lead to “yes” and “no” decisions.  So, as a candidate, it’s important to to ensure you use commonly-used titles, and the common key terms/words used throughout the job descriptions that line up with what you do in order to minimize the likelihood of being rejected when you actually had the requisite experience. Some other fast-facts the study showed to help avoid unnecessary resume and profile rejection:

• • TheLadders found that professionally written resumes scored higher on a ‘likeability’ scale with recruiters for the following reasons:

1. 1. They have a clear visual order, are evenly formatted and so are perceived as better organized.

 

1. 1. They only include relevant information without a plethora of “fluff” or “filler” words; and so are perceived as being easier to read.

 

1. 1. The areas where recruiters spend 80% of their time on your resume were highlighted:  Name, Current Title/position held dates, Previous Title/position held dates, and Education.

 

• • When creating a digital profile, consider creating a simple, clean online resume that’s free from visual aides such as charts, pictures, etc.  TheLadders’ retinal gaze study showed that recruiters were distracted by photos, ads, and such; which further reduced the amount of time that was spent on actual useful information like experience & skills. I recommend placing links to this “clean profile” on your social networking sites & embed in submittal emails.

But what about how companies reject candidates? Often times there is no notification; and other times frustration can get the best of our rejection messaging. Case in point, that 3,000 letter viral rejection letter sent to 900 applicants (for one job opening). This is NOT how I recommend writing a rejection email. #TalentNet Radio Chat invited the letter’s author, blogger Shea Gunther, to talk about, well, how you talk about saying, “No Thank You.”  There was no “best practice” decided upon … although, the majority consensus was that candidate communication should not be relegated only to selection.  Rejection counts, too, and so notifying candidates matters.

But what happens when, despite your best foot forward, you’re still shot down for that role you really thought you’d be a great fit for?

“I hate recruiters who don’t give feedback,” says SmartRecruiters CEO Jerome Ternynck.

As humans it’s in our nature to avoid what is uncomfortable. We want to be liked, enjoy life, and turning down a candidate is not on a list of most businesses must-dos.  You don’t wake up in the morning and shout from the rooftops, “I can’t wait to turn down a candidate today!” According to hiring managers communication is often the number one most important trait they look for in candidates, and yet many companies don’t provide thorough communication for the job seeker to move on.

As a candidate , going through the hiring and selection process is much like dating. We meet, share pleasantries, and do our best to impress, looking for a spark or fire that intrigues us into wanting more. And by more, I mean more dates, more time, and eventually a long-term relationship. Sometimes relationships don’t work out, and one party makes the decision to move on. Without proper communication about said end to relationship, one party feels lost, angry, and unable to move on. The turn down selection process is a lot like that.

The reality is that many aren’t good at telling the candidate, we’ve found someone else in any part of the hiring or candidate engagement process.  Fifty percent of companies surveyed as part of Career CrossXoads Sources to Hire Survey did not communicate with the candidate whatsoever.  So it’s understandable that a candidate’s biggest job search frustration  is the lack of follow up, communication, and feedback from the employer.

One US News journalist states, “Post-interview silence from employers is callous and dismissive and lacks any appreciation for the fact that the candidate is anxiously waiting for an answer, any answer, long after a decision has been made.”

Callous and dismissive because when you closed out that job requisition you didn’t bother to send a candidate a quick email?  I think yes.

Turning down a candidate isn’t rocket science. It’s common courtesy, and it should be part of our job as recruiters, as ambassadors, and as representatives of the company where we work. And to provide job seeker piece of mind, only takes one little sentence.

“I’m sorry {Candidate Name} you were not selected to move forward in the hiring process for {Position title}.”

I’m not suggesting that you send an email turn down with one simple sentence, but that is all common courtesy takes. Any chance you get in our connected world, you should foster relationships with talent. Pick up the phone or personalize the email of the news to your candidate. Your job seeker has invested time, stress, and the emotion of investing in you. Treat candidates with respect. Don’t leave them in relationship limbo. How you turn down a candidate is with honesty, dignity, and grace.

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.

Use Friendly or Formal Email Templates for Personalized or Mass Rejection Emails within our Entirely Free Social Recruiting Platform. 

In the United States, business professionals associate their self-worth with their job title. So when a job seeker is suddenly let go, they are left unsure how to engage and introduce themselves in a business-networking environment. The financial stress of being unemployed along with the urgency of the job search in addition to a professional identity crisis makes for a very emotional and irrational time.

As a job seeker, I can say there is never anything worse than not hearing back from a company. When I first moved to Oklahoma, I was among the final two candidates for a Human Resource Director position at a Houston based oil and gas company. The interview process involved two flights to Houston along with a third interview at the offices in Oklahoma City where the position was based. Two weeks passed from my final interview, without a reply. From Barcelona, Spain, during my honeymoon, I called the hiring manager to inquire about the status of my position.  Thirty-five dollars and seven minutes later, he told me the following, “You should be hearing something soon from us.  Likely in the next three days.”

I never did.  Not a single solitary word, letter, phone call, or even email.

• Be Honest. If you’ve already made a hiring decision, give it to the candidate straight. No news leaves the job seeker cold, wondering, and alone. They could spread stories that could damage your reputation.

• Call Them. The hardest phone calls are the phones that make us most uncomfortable. They are also the ones that we avoid, but shouldn’t. As a recruiter, you are the first point of contact for the job seeker. A bond has been formed, and you owe your candidate a call even if it’s not to deliver good news. Call them and tell them, “I’m sorry.  You didn’t get the job, but we’ll keep your application on file for the next six months.”

• Email Them. Emailing is not my first choice when letting the candidate down easy. Once again they are left to create stories base on pure speculation. Technology isn’t always 100% , but depending on the amount of candidates, type of candidates, and the relationship established, an email can be acceptable. Send all your candidates an email even those who were not selected for an interview. Give them peace of mind knowing that you received their application and it was reviewed. However, someone else was the better fit.

• Written Correspondence. This is the most impersonal form of turn down for the candidate. Nothing says I could care less about you, than a standard form letter send the same day you interviewed for the job. Pick up the phone and call the candidate first, and then send them a letter that reinforces your earlier message.

• Provide Feedback. As I mentioned, the job search is a long and frustrating process for some. Provide them some insights into hiring best practices or suggestions on how they can improve or better prepare for the candidate selection process.  A job seeker toolkit send via email attachment is a great way to say, “I’m sorry you didn’t get the job, and I want to help.”  Depending on your industry, candidates are often also your customers; a toolkit can provide value and set you apart.

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.

Photo Credit Volt and CareerCast

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