Most organizations suck at recruiting.
Their hiring process is a mess and they fail to treat their candidates with the respect and dignity they deserve.
There. I said it!
After 12+ years working for multinational companies and freelancing for individual creators and startups, this is how I feel – strongly – based on my own experience, my husband’s, and my friends’.
And it makes me sad.
Because recruiting is one of the most important functions. After all, the people are what make an organization what it is.
Now, what exactly bothers me about recruiting and the hiring process?
I’ll give two examples (I could list many more) and share two principles organizations can deploy to do better.
Exhibit A: The false expectations
Here’s what my husband, who’s been looking for a new job, experienced recently:
After two rounds of interviews with the recruiter and hiring manager at a Big 4 firm, the recruiter called to ask for salary expectations and a potential starting date.
It sounded like a done deal!
She just needed to clarify a few details with the hiring manager and would get back early next week, latest.
Well, “early next week” came and went.
After two follow-up emails, he was informed that the hiring manager was busy and they needed a bit more time.
Another two weeks passed.
Finally, an answer: Sorry for the delay. Was on holiday. We won’t be going ahead.
My husband made a brave face but I knew he felt like shit because he really wanted that job.
Here’s why this sucks:
I’ve noticed (even in myself) that as soon as people are in the “hiring” position, they suddenly forget what it was like to be on the other side. And what impact they have on the candidate’s life.
Applying for a new job is a huge deal!
Someone is willing to spend more time with your business and the people in it than with their significant other or kids. They might even be willing to move to the other side of the country (or a whole new country) for you.
That’s why candidates get excited about new positions and build up expectations when they apply.
Now, you might argue: That’s your fault! Just don’t get too invested yet so you’re not disappointed if it doesn’t work out.
But would you want to hire someone who isn’t excited about the job?
I’d rather work with someone who thinks “OMG, I want this job so badly. This is amazing!” than “Well, would be nice…but…whatever.”
Exhibit B: The infinite open loop
“Thank you for your application! If it’s a fit we’ll get in touch with you.”
I had just submitted my application for a job at an up-and-coming startup and almost closed the browser window. But reading this message made me pause.
What do you mean, you’ll be in touch IF it’s a fit?
Are you saying I might never hear from you at all about my application?
This felt weird since I had just spent the better half of my day crafting an application I was truly proud of and which I hoped would stand out.
Long story short, I never heard a peep from the organization about that role.
Here’s why this sucks:
Sending an application opens a loop in your mind.
You wonder whether you’ll make it to the next stage or not and this takes up bandwidth in your brain.
If you’re like me, you’ll keep checking your emails every once so often to see if there’s news.
Intuitively you know that the longer there’s silence the less likely it is that you’ve made it to the next round.
But you can never know for sure! There’s still a glimmer of hope.
But if you never receive an answer, there’s no closure. The open loop stays open.
How long exactly should you wait before you can mentally file this job under “At least I tried!”
Never receiving any answer makes you feel like the organization didn’t value your time and effort you put into the application.
That can be quite considerable, given that now they often ask for videos and essays.
So, what IS the problem?
The common thread is communication…or better, a lack thereof that ruins the candidate’s experience.
Recruiters and hiring managers don’t think through how their actions or inactions impact their candidates.
I don’t actually blame them. They’re busy, too, and try to do the right thing.
Sadly, without meaning any harm, they can make candidates resent the organization and deter them from applying again.
That reflects poorly on their brand as an employer and in general.
But it could be fixed rather easily by following two simple principles.
Two recruiting principles to embrace
These are the 80/20 of creating a great hiring experience that’ll make candidates feel valued and appreciated.
These may sound simple but the fact that they aren’t practiced shows that it’s worth highlighting them.
Do what you said you’d do
If you say you’ll get back to the candidate early next week, then get back to them early next week.
In case you don’t have a decision yet, tell them that you’ll need more time. But do keep your promises.
Silence is the worst!
Always give an answer
Close the open loop for your candidates. It only takes a short (even pre-written) email.
Sure, nobody likes to hear a “no” but it’s better than hearing nothing at all.
Saying “no” is doing your candidates a favor because they can now move on and concentrate on the next opportunity.
Even better, tell them why it’s a “no.” Knowing that their experience or training doesn’t match is a huge help for candidates.
Everyone wins
Clear and open communication throughout the hiring process helps everyone.
Your candidates feel valued and appreciated.
Even if someone isn’t the right fit at the moment, they might be great for another role down the line.
It’s always worth building a good relationship with your candidates now.
