Dear Recruiter:
I have taken the time to write to you, because I believe that we all deserve feedback and I start by thanking you for the time to consider me in the recruitment process for your vacancies.
Just as candidates have areas of opportunity, recruiters must also improve.
- Punctuality: You sent me an invitation for a virtual meeting and ten minutes before, I connected, but it was not minutes after the agreed time, you sent me a message to let me know that the interview would be rescheduled. The next time, you told me that the interview would be delayed a few minutes and I waited another fifteen minutes.
- Take care of the health of the candidates: I was recently contacted in a recruitment process for not attending the initial interview in person, as I suggested to the recruiter to conduct the interview virtually, she told me that it did not help her. So, I want to suggest that in this New Normality, be more careful of the candidates, we also deserve respect.
- Empathy: You were so eager to talk that maybe a robot would have been nicer to me.
- Do not treat me as another number on your list of requirements to fill a vacancy, I deserve respect!
- Review my CV before interviewing me: Take the time to review my Curriculum Vitae
- Let me know the status of the vacancy: I’ve been waiting days and in some cases even weeks for your call or email as they told me to let me know how my recruitment process was going and I’m getting more and more disappointed.
What do you recommend me Nelli Aca to improve the Interview with my candidates?
In this regard, I give you 3 powerful reasons to promote Candidate Experience:
- Talent attraction
- Strengthen your Employer Brand
- Competitive advantage
- develop your Personal brand
The candidates would like to work in a company that offers them a great work environment, good salary and that challenges them professionally so as not to feel stuck. But there are areas of opportunity in companies that can discourage them from continuing with the recruitment process and becoming Ghost Candidates. Yes, it has surely happened to you, the candidates also deserve quality in the service, but they are not always listened to.
Conclusion:
Having committed collaborators is not something spontaneous, it is a process that begins from the attraction of talent to the disengagement of your collaborators.
I suggest you read:
Fountain:
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