The way you treat candidates who are interviewing for a job at your company has a significant effect on both your employer and consumer brand, Jon Picoult, founder and principal of Watermark Consulting, says in this video from the Monster Resource Center.
“Think about what a terrible statement it makes for your company … when you have somebody out there that says ‘Gosh, you know I sat down, I met with them, and then I never heard from them again. They never had the courtesy to just tell me that I didn’t get the job,’” he explained. “Those are the types of messages that really detract from an employer and a consumer brand.”
A lot of companies say things like “‘Our people are very important to us.’ ‘Our people are our most important asset.’ ‘We treat our people extremely well.’” But how you communicate with them during the recruiting process sends “a signal about how important communication is and how you treat the people that work for you,” Picoult said.
If you tell candidates “you’ll hear from us in two to three weeks,” that’s a promise, says Picoult. And if they don’t hear from you, then they walk away thinking “you made a promise to me and then you didn’t honor it.”
To protect your company’s reputation, he advises, in recruiting, just as in customer service, “you should be communicating even if you have nothing to communicate.”
“If you want one way to guarantee that you will stand out in the recruiting experience from all others, just do this: say to people we’ll contact you in two to three weeks,” and then do just that, Picoult said. If three weeks have passed and you still don’t have any news to deliver, still call or e-mail and say “I promised you that we were going to contact you in three weeks, I wanted to let you know unfortunately we haven’t made a decision yet, we’re still in the process. I wanted you to be aware of that. I will contact you again in X-weeks.”
This kind of straightforward courtesy is so rare that it will make candidates pause and say “wow,” Picoult explains.
It “shows that you have respect for that person. You’re showing respect and that signals something about the values of your business and how you treat your employees — whether they’re on board now or they’re prospective.”