Most of us can agree in principle that a vital part in providing almost any service, is the ability to be honest and open with those you work with. Unfortunately, from the candidate perspective, many recruiters seem to hinder more than help. While their job is to help people get into work, many of them don’t actually believe in a very basic principle of any kind of service: to be open and transparent.
In the world of the recruiter on a standard agency model, this makes sense: they usually have many candidates vying for their attention, and there are only so many calls they can make in a day. As far as they’re concerned, if the candidate doesn’t look like a good match right away, that job seeker will be more or less forgotten.
Obviously this isn’t exactly fair, and it’s particularly distasteful that it happens when the recruiter claims to work for the candidate, but nevertheless it is more or less accepted as the way things are done in the recruitment market. While your accountant or your doctor we would never keep you in the dark, it’s seen as totally appropriate for recruitment professionals to speak to candidates only when they feel like it.
Transparency might not always be seen as necessary in this sector, but at Blue Octopus we know how vital it is for the candidate experience to be honest.
While it’s true that the candidate is not the one who pays the recruitment fee, it’s not easy being a jobseeker and needing to overly rely on employers and recruiters to get back to you.
Being unemployed can feel a little like being lost in the dark. When someone transitions from the stability and reliability of paid work, to the uncertainty of joblessness, it’s hard to find direction.
Some people of course will be able to get back into work more or less right away, but for many who are yet to feel the effects of the ongoing economic recovery, things can seem pretty bleak. Transparency is if important as a point of common courtesy, if nothing else.
There are also sound business reasons to be open with candidates about their applications and your roles. Firstly, it paints a really good impression of your organisation when you’re known to be responsive, organised and honest.
Even when a candidate is unsuccessful, they can still come away from the application procedure with a positive feeling towards the company – and that will pay off if they decide to use your business later on. To look at this another way, how many of us have had interviews that went so badly, we made a mental note never to deal with that company again? Avoid being that employer at all costs. Providing a good candidate experience will also encourage a strong applicant to apply again for a position more suited to their skills.
When you use some form of online recruitment software (such as our solution, Octo) candidates can also check the status of their application at any time by simply logging into the site. As there’s no need to pick up the phone, this saves time on your end as well as you won’t have to field these calls.
Of course, there’s more to transparency than status updates. It’s vital that your job adverts are clear and precise if you want to get the best candidates; don’t be dishonest about the role or flaky about the salary. Writing the salary is ‘competitive’ is one sure way of putting off your more executive talent that you could be attracting.
It’s also very important that you keep your candidates up to date with new vacancies, if you have a facility for job alerts ensure that you are capturing this data. This way you can build a healthy talent pool and attract engaged job seekers though your new honest approach.
If you require a more transparent approach to your recruitment process why not give Blue Octopus a call on 01943 461 327 to set up a technology demo, or ask us how we can revolutionise your approach.