"Delay is the deadliest form of denial.” This motto applies to the recruiting industry, but also to any sales process that lingers on and on with no progress. Think about all of the people who applied to your company and interviewed within the past two years. What was their experience like? How fast was the process? What do rejected applicants say about your company after the interview process is over?
We know what the people we hire say, but what about the people we reject? A common error business leaders commit is how they treat people during the hiring process. For example, we recently had a client who dragged their feet on a candidate for three months. After weekly, then bi-monthly and finally monthly calls to try to keep the candidate warm, the candidate finally said, "Enough is enough! I don't want to work for that company no matter how they respond.”
So how do you create a recruiting process that leaves the rejected applicants feeling positive about their experience with your company?
- Communicate with every applicant. Applicants today never hear from companies after they submit their credentials. In my company, we call every applicant, regardless of their background, even when we know we are not going to hire them. This provides them some interaction with our company, increases brand awareness and creates goodwill. Countless rejected applicants have said, "Thank you for the call! It really means a lot.” It takes two minutes to thank them for their application, and you never know when you could be doing business with this person in the future.
- Have a definable process. The first time you speak with a prospective candidate, you should outline the hiring process and the steps involved. It doesn’t matter how many steps you have, just give the candidate some idea so they can understand the process. The more transparent you are about your plans, the better prospective hires can understand your business.
- Have a time frame. Committing to a definitive time frame is difficult. If you have a definable process, however, it becomes much easier. Whether the process takes two weeks or two months, it doesn’t matter. Let the applicant have an idea as to the length of your interviewing and hiring process. By keeping him or her in the loop, he or she will be more comfortable discussing your business with others.
As entrepreneurs, it’s important to remember that each person who has contact with your company is forming an opinion of it. What will they say when they go to work for your competition? Do they have a friend or relative who could be a buyer of your product or service? Most industries are small and people move from company to company.
Don't let your company create a negative impression for the people you do not hire. This is a simple, competitive advantage that less than five percent of companies adopt. In my experience, if you treat applicants the right way by communicating your process and time frame involved, you will create ambassadors for your company in the marketplace.