With many professionals there tends to be a love/hate relationship with recruiters.
The majority of candidates that you don’t hire are less likely to remember you fondly. Even though it’s a part of life, people can direct their upset to the first or only person they have interacted with at the company – the recruiter.
The negative attitude towards recruiters is unfair in the majority of cases. You can only hire one person for one role and many candidates that apply won’t necessarily be the right fit. However, there are a few steps you can take into consideration so you come across as a positive representation of your company and profession, regardless of the outcome.
It’s only fair a candidate gets a response if they’ve applied for a job. Take into consideration what goes through the mind of a typical job seeker, they may think they are a great fit for the role and get excited by a potential new opportunity. As a recruiter you can put their mind at ease by simply informing them of your decision right after it’s made. A simple email or call to tell them they’re not the right fit is fine – there’s even hiring software available to send automatic rejection notifications to applicants you haven’t spoken with.
Don’t give false hope
As a recruiter you should try your best not to lead someone to believe they’ve got the job until its official. Do your best to be upfront with the candidates, such as letting them know the company has high standards or you’ve had a lot of interest in the role. As you get to the later stages of the hiring process it’s sometimes a good idea to tell a candidate how many people are still under consideration for the role. You can be friendly and encouraging without giving false hope by saying something along the lines of ‘the hiring team enjoyed meeting you but are talking with a few more people’ – its as simple as that.
Understand the role requirements
Some candidates will get excited about your opportunity the more they speak with you. However, a common mistake recruiters make is losing a candidates interest by not properly describing the role requirements.
Organise the interview
Once again, communication is key. Send the candidate a schedule to let them know how long the interview will be and who they will be meeting with. It’s also important to include the address and a dress code. The more you can do to help them prepare, the better they present themselves in the interview.
Do your best but remember you can’t please everyone!