GTI Recruiting Solutions: Faceless recruiters and false promises

In our last blog we discussed the importance of continuous candidate engagement throughout the recruitment process or 'Keeping Them Warm' (urgh!). In this post we thought it would be useful to ~~redress~~ address the impact of the faceless recruiter and false promises.

Without a face does not mean less accountability!

Companies spend a lot of time, manpower and money establishing an often comprehensive EVP, why would they then run the risk of ignoring the start of the recruitment process as an opportunity to promote them and embed their company values.

We hear that when new joiners leave shortly after joining an organisation (within 12 months) one of the main reasons often cited is that they had been ~~sold~~ told something in their recruitment that simply didn’t reflect reality.

Broken promises are difficult repair!

Too often, and somewhat perplexing, we hear recruiters say that it's the responsibility of the candidate to find this out or that they have to sell the positive parts of the company for fear of losing good candidates. Nonsense!

How can we make sure that candidates’ expectations are correctly managed and more importantly the right opportunity for both parties to ascertain person / organisation fit exists?

Each candidate to pass through the recruitment process needs to emerge more determined to want to work for the company. Simple rules of customer service apply to the recruitment process; candidates need to be made to feel like they matter to your ogranisation.

Simple tools such as providing more information and insight into the firm during the interviews. It is too easy for interviewers to simply run interview after interview without emotional involvement given the large volumes involved; without paying too much attention to ensuring the candidates fully understand the operating culture of the organisations to which they are applying and the overarching business focus that they have.

Another relatively easy win would be to offer prospective new joiners the opportunity to speak with people at the coal face. This would give them a solid understanding of the culture they will be entering into.

The level and quality of candidate communication is of high importance, how much and when. The level of steering and coaching candidates received between stages adds to this without impacting the robustness or objectivity of the process.

Let's not forget the social space, where a joined up approach can be embedded in your recruitment campaigns including your website, blogs, facebook and communications. This can increase the impact of your companies values and beliefs, and should reflect the real you.

Successful recruitment relies on attracting the best candidates for your organisation and engaging them with your organisation and brand from the very start of the recruitment process. Our candidate management process is high touch.