Treating your candidate like a King

Very few recruiters can be unaware of the reputation that befalls our industry.  Although recruiters can be the bane of HRs life (and I know how they view the multitude of "have you got any vacancies" calls they get each day) in the main it's probably the job seeker that feels most badly treated. 

Candidates feel like pawns in the recruitment process.  Main gripes include not getting a response to an emailed CV application, leaving multiple messages that are never returned, being given a poor briefing on the role and client, being asked to attend interviews with short notice, getting no feedback after the interview, never hearing why they didn't get the job, etc, etc.

There is no denying that there are some recruiters out there who do all these things and worse, and aren't interested in changing their practices. However, there are fantastic recruiters who still make candidates feel like a commodity.   But what can you do when you get 120 applications for each job and it looks like 50% didn't even read the advert properly?  It's always going to be difficult to treat the "masses" well.  Good automated systems and front line staff will help.   

However, you can ensure that you give really excellent service to those candidates who make it past the initial screening.  My old boss used to say that every candidate is a potential client.  I'm sure loads of people say that - but do they think about what it means and act on it? 

You don't have to invest lots of time in candidates who you will never place, you just need to treat them with courtesy.  Here are some simple ideas:

• Cut your own workload by training up your support staff to deal with a large percentage of candidate queries.  If you know you don't have time to return calls for a couple of days ask your support person to make the calls and see what queries he/she can resolve.
• If you are telephone or face to face interviewing a candidate and you decide they are wrong for the job - tell them right there and then. Just be honest with them: "I thought you CV looked like a great match for the role I'm working on, but I didn't realise you'd no recent electronics experience".  (Then ask them who they know who would be right for the role!)
• Put together strong briefing packs which include a job description, company information, product information, etc.  You save time by not needing to give such a thorough verbal briefing before the candidate goes to interview.
• Ensure you close off each and every candidate who has been to client interview.   Make notes as your client gives you feedback on why they don't want to progress that particular candidate and then pass it on (toned down if necessary!). 

Finally, it will always be easier for you to work with candidates if you help them understand the way the recruitment process works within your organisation.  Tell them what you expect of them and what you can, and can't, do for them in return.  If recruitment was a game of chess then job seekers wouldn't be the pawns - the candidate is King!