Strong Employee Relationships Start When They Are Job Seekers
Firms warned not to treat job seekers badly. Firms who don't bother to let candidates know if they have secured a job have been warned they could face a backlash affecting their business. [Ananova / Business]
This really irks me, think about it, What message are you sending prospective employees when you don't respond to job inquiries? Well, I'll tell you. You say that you don't care and that their interest in your organization isn't warranted. But I'm sure that's not what you meant.
Acknowledge receiving the job inquiry. Use either an automated system or real person to just say, "We got your resume for position X, and have it under consideration." After this point the resume should go into a selection system for pre-screening then management review. Demonstrate you have an efficient company, after all wouldn't you rather work for a company that gets things done.
Acknowledge the message has moved to management review. A kind message saying, "Wanted to let you know your resume has been forwarded to managers for forward consideration for position X." This say you are still thinking about them and could include additional information about the companies benefits or other relevant resources.
Include additional resources in your communications. Show the job seeker that you care they get a job, even if it's not with your company. Extend many of the tools you provide to existing employees, partner with job search sites, and create templates with useful tips for job seekers. (Yes, you can even bias tips to simplify your work in the hiring process.)
Help job seekers find the job that's right for them (and you.) Include links to self-assessments and other materials that help job seekers choose the job right for them. This helps you as much as the candidate. If at all possible, weed out anyone who is not truly qualified for a position, let them know early and move on with better prospects.
Respond to all job seeker's inquires within 24 hours of receipt. Let job seekers know they will be contacted by a series of email messages (or postcards, or letters) letting them know the status of their inquiry. Let them know you are serious about filling the position with the most qualified candidate, show them your an organized company that gets things done.
Give the job seeker the opportunity to drop out of your system. When a job seeker gets placed with another company, give them the option to get out of your system. This removes them from consideration and allows you to focus on other candidates. Also let them stop the automated responses by opting out.
Refresh resumes at 3 months, and expire them at 6 months. Give the job seeker that chance to update their resume after 3 months to make sure it is relevant for the position they are applying. In addition, get them out of the system in 6 months to keep your resume database current. You don't necessarily have to purge the record, but at least flag it as stale.
Things not to do:
Never infer contact means possible placement. Make sure people know the follow on messages are just a courtesy, because your company feels it's important to keep prospective employees up-to-date. Use whatever disclaimer that is appropriate for your company.
Don't provide notices outside of your hiring work flow, unless they are from people. Automated messages that are not triggered by advances in the hiring process just frustrate job seekers. Appropriate non-work flow messages include a manager requesting additional information, changes in position requirements, or a notice the position has been filled.
Avoid ignoring candidates follow up inquires. Always provide a real email address or phone number for job seekers to check on jobs they have applied. Be prompt in getting back with prospective employees. If you are slow with job seekers in the hiring process, image what they will think of the speed of your human resources.
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