I’ve heard it said that unhappy customers are something like 10 times more likely than happy customers to share their experience. That’s a disproportionate amount of negative press when it’s more likely than not that the majority of your customers are thrilled – or at least satisfied – with the product or service they’ve been provided.
The same goes for job seekers. That is, it’s also true that when a candidate gets ignored or worse, they’re more inclined to share their story with others. If they’re dissatisfied enough, you may even lose their business.
The following are three of the commonest complaints candidates voice about companies’ hiring practices:
1. The interview itself was a headache. Conducting preliminary interviews remotely – whether it’s by phone or through video conferencing software – is convenient and cost-effective for both parties. If your firm often holds interviews this way, it’s best to avoid free VOIP services such as Skype, and opt instead for a paid service, which will offer support to guide interviewer and interviewee through any rocky experiences. It’ll be worth the investment for you and the company to not appear to be bumbling cluelessly through technical difficulties.
2. I never heard anything back. With few exceptions, candidates who accept interviews are serious about the job. They’ve applied, researched, prepared, rehearsed and rearranged schedules. But more than 60 percent of interviewees have reported hearing absolutely nothing after an interview or meeting. Email has made corresponding with candidates so fast and simple. Do them the courtesy of keeping them in the loop about where they stand in the process, even if the news will be disappointing. Going radio silent is just inconsiderate.
3. The interviewer made me wait and then appeared to know nothing about me. Prepared and serious candidates arrive on time or early. Emergencies do arise and must be dealt with when they do, but you should always endeavor not to keep the candidate twiddling his or her thumbs in the lobby for any significant length of time. It sends the message that you’re not as serious about the position as the candidate is. The prepared candidate has also read up on the company, its history, its mission and its future. The interviewer ought to be expected to do the same, to acquaint himself with the candidate’s resume and demonstrate some interest in what he or she has to say.
Practicing good manners as you manage the hiring process is sowing good will. After all, we in recruiting are in the people business, and people like to be treated well.
Published by Conselium Executive Search, the global leader in compliance search.
