What I Learned About Recruiting as a Jobseeker
Just let us know what’s going on.
After months of feeling deprived of energy and close to no excitement for anything anymore, I put myself on a journey of self development. I’m talking work, life and work-life balance. This is what I learned about recruiting from a jobseeker perspective in the process.
No doubt the pandemic played a part in me quitting my job in May this year. After months of feeling deprived of energy and no excitement for things that usually lift my spirit, it was clear that I needed a change. But it took even longer before I realised that would mean leaving what I thought was my dream job. The job I had been beyond happy to land just 2 years prior.
This realisation put me on a journey of self development to finding happiness again, and after a few months, I was ready to start applying for new jobs.
In the process, I learned a thing or two about recruiting. An experience from the other side. From processes that left me feeling useless to ones leaving me feeling almost as content as if I had gotten the job. I don’t know about you but I would certainly prefer the latter. And to be honest, if you’re a recruiter, how would you want you applicants to feel?
The worst
In my view, the worst is the lack of communication and process structure. Regardless if automated or not. Not knowing when — or even if — you will hear back. If you want to take home the grand prize in this category, perhaps you could reply 6+ months past deadline with a generic text saying the position is no longer vacant. Not naming names.
The best
The ones using clear communication! Knowing when and what to expect is such a relief, having a clear cut path — even if that means in the end you won’t be hired — makes the whole process so much better.
The best experience I had was with a multinational retail company. Even if they were using generic automated messaging, they were heartfelt and personal. They recognised the effort I had put in applying, sent prompt responses and continuous updates regarding the development of the process. When unforeseen events occurred, they would let me know. I felt like they both understood and cared about me in the process, even if I didn’t have a personal conversation with a human being. And even if I did not get the job in the end.
Why it matters
At least in my thinking, the hiring process has a significant impact on the organisation brand, and definitely influences my perception of it. Including whether I would apply again, what I would say about the company in the future and whether I would recommend it to anyone in my network. It affects the organisations reputation. In addition to leaving applicants feeling unmotivated, at best.
Creating and automating great massaging for the different stages of the recruitment process may require some time to set up, but once it’s done it makes the whole experience a thousand times better. And if you don’t know whether you can respond within 1, 2 or 3 weeks, say you will get back within 4 — if that is the time you need.
In my experience, knowing what is expected to happen when makes the whole difference. To me, it’s clear that the benefits completely outweigh the effort. But, do people care about this or are we just supposed to accept that it is what it is?
If you’ve recently been in the same situation, what was your experience? If you’re a recruiter, how would you want applicants to feel? Is this a priority for your organisation? How can we do better?
