Recruiters serve two groups, customers and job candidates. In order to achieve the most rewarding results for everyone, including you, it makes sense to consider how best to meet the needs, and exceed the expectations, of both groups. While having the best applicant tracking system for small business hiring can help, there are other things you’ll need to consider.
Today, we’ll focus on job candidates. To reach them, you will want to outperform your competition by addressing problems that are being left wide open by other recruiters. This is not a hard task, considering that most job candidates report being very disappointed by their experiences with recruiters.
Of course, your first response is to mentally reply with how busy you are. We all know that recruiters work for speed because they are so busy. Jobs-matching service, TheLadders, discovered that recruiters spend 6 seconds on average looking at a resume. The one’s that make the cut are stored in their small business applicant tracking system.
They also found that the most interesting information to recruiters was:
- The candidate’s name
- Current title and/or company
- Previous title and/or company
- Previous start and end dates
- Start and end dates at the candidate’s current position
While this seems like a good way to very quickly determine who will have the right job skills and who has a track record for staying at their jobs, it turns out that it is not a successful way for finding long-term client/candidate matches.
Leadership IQ completed a three year study and determined that only 19 percent of new hires “go on to achieve success.” That’s a pretty scary figure. Obviously something major has to change about current hiring practices.
So what do job candidates have to say? They are the best people to explain why current job matching processes aren’t working since they are the ones who leave their jobs. By taking their complaints and comments into consideration, you should be able to address these problems and create long-term successes for you, the job candidates, and your customers.
What Job Candidates Wish Recruiters Knew
Get To Know Them
Developer Sean Canton is quoted on Stack Overflow as saying:
“Recruiters need to above all respect our time. This means conduct basic research as to where I am and assess what I am good at.”
And a recruiter on Job Tips For Geeks says:
“The problem with many recruiters, it seems, is that they simply don’t pay any attention to the desires of candidates. This results in lost time for all involved – candidates waste time reading about jobs that don’t apply, hiring managers read résumés and interview candidates that are not qualified or interested, and the recruiter is wasting time with activity on both sides. Many of the complaints I hear about techies getting bombarded with emails from recruiters would be easily avoided if the recruiter would simply do a little reading, or (God forbid) thinking.”
Many recruiters send out mass generic emails that end up being spam rather than an attractive job opportunity. You should get to know what each job candidate’s particular skillsets are, how their personality is likely to match the corporate culture you are hiring them for, and what kind of businesses they have worked the longest with. Certainly, if their profile states the work they would prefer, locations they will consider, and their qualifications, listen. While this extra attention does take a little more time, it is much more likely to result in a successful, long-term hire.
Or At Least Listen When They Tell You Something
An anonymous person submitted a complaint with the following quote to Ripoff Report about Expert Executive Recruiters:
“What she sent were three jobs about as far away from the job I am looking for. I responded and asked why she sent those to me, and reiterated what it was I was looking for and could she please get back in touch with me. Two days after that I got the same cookie cutter e-mail with the same three jobs.”
Sometimes recruiters get busy sending out emails and phone calls so fast that the process seems like products running down a conveyor belt. They don’t stop to listen when job candidates have responded with important information. At those times, you received a response, some interest, but instead of taking it and letting it help you connect them with a job, you just keep sending out job information that is totally unrelated to what they have told you. Nothing looks worse or frustrates someone handling something as important as their career as much as bulldozing over their comments.
Rate The Recruiter names some of the common complaints they hear:
“How often do our responses to ads go unacknowledged? Or when we try to get more information, we find we can’t reach a human being or get our calls returned. What about the calls we receive from recruiters who enthusiastically tell us about an opportunity, ask us to send a resume, and then never call us back? We are left hanging, wondering what happened.“
The need for professionalism should go without saying for any job, but awkward communications, unclear changes, and suggesting things you should know job candidates don’t want make recruiters appear unprofessional. Rushed and overwhelmed recruiters or those working in firms where the work is split up between several recruiters may make extremely off-putting mistakes in their communications with job candidates. Unprofessionalism frustrates the candidate and gives them the impression that you can’t help them. If you can’t do your own job, how can you be trusted to land them one? Keep communications smooth as much as possible. If a recruiter or schedule change occurs, make sure the job candidate is alerted to it and knows what will happen in the future because of the change. Back up your words with action. Be honest about what you can deliver. All of these things will build a sense of trust.
Give Them Feedback
Ramesh Rajaman suggested in a comment on Stack Overflow,n“The recruiter can share the improvement areas if the candidate is not selected.”
And one of Hobson Associates’ candidates said,
I wish recruiters knew, “that I want constructive feedback on my resume and interviewing. ”
You’re busy. Everyone understands that, but your job deals with something very important in a job candidate’s life- their career. It is crucial that you be considerate of that. You could leave a powerful impression on them and strengthen the job market by sending a quick message explaining why you aren’t continuing to contact the job candidate. Both of these things will result in better job candidate searches in the future. People get better with constructive criticism, and you showing an interest in the job candidate’s career will gain you a lasting positive impression. When you take the time to decide you don’t want to pursue them, you can respond quickly and simply at that same moment with a brief description of your decision.
Use A Different Carrot
It is too easy for employers and recruiters to assume the most attractive aspect of a new job is the money. However, as millennials make up more and more of the job force, this becomes less and less true. A study by The Brookings Institution found that “64% of millennials said they would rather make $40,000 a year at a job they love than $100,000 a year at a job they think is boring.”
Many other job aspects are important and may be the magic word you should include in messages to job candidates. Flexible schedules, job benefits, company culture, charitable involvement, and more should be considered. Don’t keep trying to force feed people the same old money carrot; use a wider menu to attract job candidates. Better yet, do the research and target the right candidates with the right carrot.
Don’t Expect Them To Give Out Our Salary Information
A candidate wrote to Hobson Associates and said,
I wish my recruiter knew, “that we are not always comfortable giving you our salary info.”
You may not be able to anticipate this issue because you are thinking the salary is such crucial information and this is a discussion about jobs after all, but job candidates do not always want to give you their salary information. Ask about it if you wish, but leave the option open for job candidates to not disclose that information right away. People often don’t want to pin themselves down by revealing their current salaries or making a blunder when suggesting a salary. It is also something that triggers people’s security fears.
Be Considerate Of Their Position
Kate made a complaint about Robert Half on Consumer Affairs, stating:
“I was employed at the time, which the case worker at Robert Half knew about, so I needed to quit. I immediately went and quit after being offered the position. Two and a half hours later, I was called again and informed that the position had changed and they had decided to go with a different candidate.”
If someone is out of work, will have to quit their job, recently had a child, or needs to relocate, take these facts into consideration when finalizing jobs for them. If they need the work now and your job won’t begin for several weeks or months, make sure they know that. Also, if they will be quitting their current job, give them plenty of time to leave. Trying to meet inconsiderate plans could result in the candidate having difficulty adjusting to the new job or declining the offer altogether.
You can greatly improve your success rate at landing new employees and settling them in jobs where they will stay for truly beneficial lengths of time by simply listening to what job candidates want. By taking a little time to fine tune your communications with individual candidates, you will find yourself working smarter rather than harder. Don’t waste your time sending generic emails that will get ignored and generate a negative impression of your service, rather, send targeted, researched, and considerate communications. This will create a win-win situation for everyone involved and make you a hot commodity in the recruiting field. Be sure to not miss out next post, we’ll be focusing in on the employers.
Free Applicant Tracking System For Small Business
Recruiteze is an applicant tracking system for small business needs. Candidates can apply to be added to your database immediately. End-users can access candidate resumes online at any time and make changes quickly, for free.
This powerful online recruiting system makes your life easier by saving you time and money. Call us today to learn more.