what you need in only two years . And , more importantly , is what you are asking for realistic . If it ’ s not , you can ’ t blame a lack of candidates on the so-called ‘ talent shortage ’. |
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People are human , so treat them as such Remember that applicants are more than a piece of paper . They are more than a faceless applicant – there ’ s a real human being behind that CV . They have taken time to apply for your role so please treat them with the time and respect they deserve . |
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Make time to reply to everyone who applied My biggest bugbear is hearing people say , “ I don ’ t reply to all applicants ” or , “ if you haven ’ t received a response within 72 hours , it ’ s a no ”. That ’ s a surefire way to make people feel worthless . Trust me , if you took the time to write a detailed descriptive advert in the first place , you wouldn ’ t have a lot of unsuitable candidates , so this would be a moot point anyway .
Don ’ t ghost candidates As a candidate , you know if you apply for a job and you don ’ t hear anything , it ’ s just based on your CV and , as tough as that is to take , your expectation levels are unfortunately low in the first place . But to go in for an interview , meet the interview panel and then not hear anything is absolutely devastating . You have been judged and it becomes very personal and , for the life of me , I don ’ t understand why recruiters / hiring teams would do this to someone .
Bite the bullet Everyone loves making the “ congratulations , you ’ ve got the job ” call , and it can be tempting to
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put off the “ I ’ m sorry ” calls because they can be uncomfortable . But you must always flow information through as soon as you get it , you ’ d expect the same in return and other people are depending on you . Yes , that also means calling the candidate on a Friday to give them bad news if that ’ s when you ’ ve said you would . You ’ re not “ ruining their weekend ”, you ’ re giving them closure and the freedom to move on .
What goes around comes around If you have 40 people apply for one role , there ’ s 39 people who will be unsuccessful ; how you treat them and manage their experience will say a lot about you and your business . People talk and share bad experiences , it ’ s a small industry and how you treat the unsuccessful candidates could
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” If the recruitment process has honesty , transparency and authenticity at its heart it will help to ensure that , as an industry , we are doing all we can to reduce pressure and trauma ” |
seriously impact on your company ’ s reputation .
“ If the recruitment process has honesty , transparency and authenticity at its heart will help to ensure that , as an industry , we are doing all we can to reduce pressure and trauma and give a potential future employee the best possible start in a new position , or set them off on the best path to seek another ,” says Moon .
“ We have more impact on the way people think and feel than we often recognise ,” concludes Capell-Abra . “ It reminds me of a quote by Carl Sagan , ‘ Who are we , if not measured by our impact on others ? That ’ s who we are ! We ’ re not who we say we are , we ’ re not who we want to be – we are the sum of the influence and impact that we have , in our lives , on others .’ Be the positive impact , even if it is a ‘ no ’ for now .”
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