I often find myself in heated discussions with job seekers (not in a bad way). As a recruiter, my friends and family members feel comfortable coming to me to discuss their job search journey. Sometimes I dread having these conversations because I feel like they put everything recruiters and companies who hire squarely on my shoulders. You know, like because I’m a woman, I should be able to speak for all women on certain topics. Because I’m Black, I should be able to speak for the entire Black community on certain issues. Well I get the same thing regarding all things recruiting and job search. I can’t say I blame some of my friends. There are companies out there with horrible job application processes.

When I speak to recruiters, they tend to push the blame off on candidates. There are some who don’t follow protocol or try to circumvent the process. But that’s OK to me because I think the application process serves as a barrier. Some candidates apply for any and all positions regardless of fit. That irritates me too. But with a little guidance, we as recruiters can educate the masses on the proper way to apply for a job. Let’s break down some of these conversations and try to get to some solutions to make things better for companies and the candidates.

They make it too hard to apply and we don’t even know if there’s a real job! This is the most common complaint even for the most savvy job seekers. The truth is companies fall for the okie doke from ATS (applicant tracking system) sellers. They push the benefits of a streamlined process (no more email resumes), tracking capability (be able to keyword search), and tons of other bells and whistles the company may or may not need. Granted, I firmly believe that ALL companies should have a good ATS in place. But I’ve contended for the longest time that it makes recruiters LAZY. Yes, I said it, lazy. I’ll touch on that a little later. But in the effort to retain and capture data on candidates, companies set these long ass, drawn out applications! I went online to one company’s site (KPMG…sorry, I need to name names) to apply for a position just to understand the process and it was HORRIBLE. That application was 10 screens long! I’m sorry, but unless submitting all of that data is guaranteeing me an interview, I don’t think you need anything beyond a resume, contact information and a cover letter. Attention spans are short. People are more likely to abandon those applications if they are too long, and especially if there’s no guarantee of even a phone interview. Stop letting these ATS companies sucker you into something that’s hurting you. The application process is part of your overall employment brand. Do you want people talking negatively about your company? You are losing good people who choose not to apply because of all the hassle.

I never get to speak to or even and email from a REAL PERSON. Just because a system is automated, doesn’t mean it gives you (recruiter) license to ignore candidates. You still need to acknowledge them whether or not they are a fit. I fully understand that your time is limited and your workload is bursting at the seams. But you’re a recruiter. Your job is people. So start communicating with the people! There is nothing more annoying than being out of work, applying for a job you know you’re qualified for, then not hearing a damn thing. Put yourself in their position. Oh wait, some of you recruiters have found yourselves out of work and in their shoes! People want to be acknowledged. There is nothing wrong with sending a quick email saying “we received your resume and will be in touch if there is a fit” or “we’ve received your resume, but unfortunately you are not a fit at this time. However you are free to check back and apply for appropriate positions as they become available”. See, how hard was that? Not very, but undoubtedly there will be some sour head that comes in and says “I just don’t have the time”. MAKE THE TIME. You as the recruiter, are the front line introduction to your company. You are just as much part of the employment brand as any logo, website or marketing material. Stop hiding behind an ATS to screen people out. How about screening people in?

Why do they need my resume AND an application? Well, I’m in the middle on this one. But I happen to believe that both should be completed once a person is being considered for a position and is to interview. If I were on the market, I would not complete an application until it’s time for me to interview. Everything they need is on my resume. This is especially true when there are no real positions open. Stop making it harder to interact with candidates.

I swear, I’ll interview with a company then never hear anything again, or if I do, it’s month later! OK, I can testify first hand that we do get busy. Hiring managers make it so you have to track them down. But that is no excuse. Especially when you have candidates who have been interviewing with multiple companies but have their heart set on working at YOUR company. It’s not fair to them when you hold back feedback. I don’t care if you have nothing from the hiring manager just yet. Let them know! And definitely don’t cop an attitude when they try to follow up with you. I swear sometimes recruiters can be likened to DMV workers. We can work on the communication a bit more to make sure the loops are closed and nobody misses out on an opportunity. I’ve heard recruiters say “well if they really need a job, they shouldn’t worry about us. They should take that other offer”. I swear I wish I recorded some of these people. It doesn’t matter how you feel. If you are really all about landing top talent be a top talent magnet. And that includes keeping the communication open during the process.

They (recruiters) either tell me ‘sorry we went with someone else’ or ‘sorry, we’re not moving forward with your candidacy’ but they never tell me what went wrong. Well, I’m torn on this one too. Yes, candidates should be provided with feedback that can help them. Just because they’re not a fit for your company (this time) doesn’t mean you shouldn’t care what happens from this point on. It’s called Candidate Development and it’s not just limited to those who are in process. I retain all of the information and resumes from every candidate I have ever interviewed. I try to end things on a good note and provide them with feedback as much as I can (unless I absolutely have to refer them to the hiring manager for feedback). Why? Because they can be a fit for future positions and I want to make sure they had a pleasant experience with us, or because they might be willing to recommend others to me. Whether you like it or agree with it or not, candidate development is a crucial piece of the recruitment branding puzzle.

I understand the need to streamline the process and to make it easier on the recruiters. But the candidates are just as much a part of this process. If your team falls into any of these circumstances, you’ve got some work to do. Don’t think of the employment brand as just advertising, or participating in fairs and events, or the company website or even social media interaction. Candidates talk, and you want them to spread good things about your company. Any recruiter who doesn’t understand how important candidate development is, needs to quit, be reassigned or fired. Harsh much? Yes it is. But it’s the truth. Make candidates feel important and you’ll have evangelists who speak and promote your brand.

Til next time
Adrienne Graham
A Candidate’s Friend