Lisa (Dean) Mamula

The Recruiter Experience

Looking for a job can be tough. It’s a series of putting yourself out there and often getting rejected – more often not hearing anything at all. As HR & payroll recruiters, Willory tries to never forget what it is like to look for a job as we have all been there.  And I advise any and all of my clients to remember that every hiring is an opportunity to strengthen or weaken their brand and reputation – don’t blow it!

Today company branding is especially important as there is a shortage of qualified candidates available to fill key open positions.

There’s so much at risk today as when you treat candidates to either rude or no behavior, it’s likely to appear on social media. Sites like Glassdoor are designed specifically to create transparency and awareness for educated job seekers, shedding light on poor candidate experiences and companies that appear not to care. In the past we would say for every poor customer experience (or candidate experience) you risk them telling 10-15 people, and so on. That number is amplified today as social media allows for exposure to large audiences in a short amount of time.

Smart companies have upped their game and successful companies have been able to improve the candidate experience to reap the benefits by establishing themselves as “best in class” at recruiting and hiring the right candidates.

Now, let me talk about something I’d like to call the “Recruiter Experience.” Candidates are also accountable to manage their part of the hiring process and establish a professional relationship with recruiters and hiring managers. You are sought after talent, and that is great, but don’t diminish your responsibility in the process.

An on-paper perfect candidate might be passed over because they mis- or over-stepped during the interview process. It may seem harsh to some, but it is a reality of job hunting. Your conduct and professionalism will impact your ability to become a hirable candidate now and in the future. Recruiters remember poor experiences with candidates and are less likely to “go to bat” for candidates that have not treated them with respect in the past. Candidates that aren’t responsive, speak negatively about former employers, company policies, co-workers, job duties, etc. are memorable for the wrong reasons (and hard to forget).

If you are working with a recruiter – corporate or third party –  be sure to communicate professionally (verbally and in writing) and be courteous by keeping the lines of communication open on your end regarding your search status. Recruiters and hiring managers invest a lot of time in screening, qualifying and interviewing YOU with the ultimate goal of aligning the right candidate for their open position. Recruiters are there to help you, answer questions, and communicate search status. They are advocates and are invested and motivated to help you find your next great career opportunity.

There is no advantage to withholding information related to your candidacy or other offers that impact your continued interest in the role you are exploring. If you wouldn’t consider the position if offered, don’t waste time by continuing the process.. We are all working with the same amount of time and our time is equally valuable and often limited. I realize historically career coaches have advised candidates to explore opportunities even if they’re not interested in a position because it is good “practice,” but it’s really not. You can “practice” your interview skills by thoroughly preparing for a job interview for a position that you really want. If your experience is aligned, you will be able to discuss your past successes naturally.

Don’t apply to every open position. It’s not logical that your experience will align with every job opportunity.

DO develop a strategy and focused approach to your job search. What really makes you happy? What is your ideal job? What types of organizations are the best cultural fit. It’s difficult enough to share disappointing news to qualified candidates that are passed on in the interview process.

There’s no value to either side to have to decline candidates over and over for jobs that aren’t aligned. We want you to be successful. We care and we can be much more effective when our time and efforts are focused where they need to be. Help us help you! In the long run, you will find the right opportunity for you and realize your recruiter was right along your side, and just as excited.

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