What to Do When a Candidate Doesn’t Get the Job (Part II)

calling in the office

Yesterday, we started off our series with why it is important to make sure you adequately take care of those candidates who didn’t get the job. As we mentioned, taking care of candidates is an important part of your employer brand, and that even includes those who didn’t make the cut.

To help point you in the right direction, here are some tips on what to do when a candidate doesn’t get the job. Take a look below: 

  • Call them. Though it may seem like a daunting task, we really do think you should take the time to give your candidates a call. Nothing is worse than getting a generic letter or email that says you weren’t accepted for the position–especially after going through the whole hiring process.

    That being said, you should make your calls within reason. Leave the phone calls for those who were high up in the hiring process, like those who did multiple interviews and obviously spent a lot of time vying for the position. To lessen the load, you may want to consider splitting up the phone calls (but make sure they’re done by someone whom the candidate actually met).

  • Let them know as soon as possible. Don’t wait forever to let a candidate know that they didn’t get the job. Since they’ve already waited long enough, it wouldn’t be fair to make them wait any longer just to let them know that they weren’t accepted. Make it a point to get back to candidates quickly. If it’s been over a week since you hired a candidate and the others have to call you back to find out, then it’s fair to say that you missed your chance.
  • Be honest. If a candidate asks why they didn’t get accepted, don’t be afraid to tell them the truth. You don’t need to be brutally honest, but giving them a little constructive criticism is a great way to ease the tension and possibly keep in your talent pool, which could come in handy down the road.

Just because a candidate wasn’t up to snuff doesn’t mean they didn’t put in the hard work and effort like the others, so don’t take them for granted. In today’s job market, employers often forget to take candidates who didn’t get the position into consideration—don’t be one of those employers.

Do you have any tips you’d like to add to our list? Let us know by connecting with us on Facebook or Twitter!

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What to Do When a Candidate Doesn’t Get the Job (Part I)

two people interviewing

Hiring can be tough. We have to sift through hundreds of applications, screen multiple candidates, conduct multiple interviews for each one, and it usually all ends up boiling down to one candidate to fill one position.

Once that’s all squared away, many would think the hiring manager’s duties are done.

But there’s a lot more to the hiring process than filling the position. The truth of the matter is that the countless number of candidates you had to go through to find that right one don’t just up and disappear into thin air.

That means you need to do something about them, and it requires more than just telling them to “go away.” Over the next few days, we are going to talk about what you as an employer need to do when a candidate doesn’t get the job.

For today, we’ll concentrate on why it is important to make sure you adequately take care of those candidates who didn’t get the job. Take a look below:

  • It’s rude not to care. Plain and simple, not letting the candidate know that they didn’t get the position is just plain rude. Even though they didn’t make the cut, these candidates probably spent a good amount of time preparing themselves. From customizing their resume for the position, prepping for the multiple interviews, taking days off, and travelling to the interview site, to potentially putting their current careers on the line in hopes of getting the job with your company, the hiring process takes a lot. Suffice to say, they at least deserve to know they didn’t get it.
  • It impacts your employer brand. Secondly, showing those candidates who didn’t get the job that you care says a lot about your employer brand. When you make the effort to let them know they didn’t get the job, you’ll possibly soften the blow that they didn’t get the job, preventing any unwanted animosity between you and them.
  • It impacts your talent pool. That brings us to our third point: ending the hiring process on good terms will hopefully keep those candidates in the talent pool. Just because they didn’t make it this time, doesn’t mean they won’t have the opportunity to do so in the future. If you treat them poorly, you may have just thrown a perfectly viable candidate out of your talent pool–a bad move on your part.

Check back tomorrow when we give you a few tips on how to successfully take care of a candidate who didn’t get the job. In the meantime, what do you think about caring for candidates who didn’t make the cut? Is it important to you? Let us know by connecting with us on Facebook or Twitter!

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A Better HR: Part II

The relationship between hiring managers and recruiters can get a little strained at times, often resulting in finger pointing when it comes to bad hires, or fighting for the spotlight with the good hires.

But recruiters and hiring managers need to put their differences aside and communicate if they really want to have a successful hire.

Last Friday, we opened part I of our brief “Better HR” series with a few guidelines on what hiring managers should expect from recruiters. To finish up that series, today, we’re going to talk about a recruiter’s expectations for their hiring managers.

What a recruiter wants from a hiring manager:

The hiring manager should be more detailed about their expectations.

To make the hiring process as efficient as possible, hiring managers should outline exactly what it is that they are looking for in a candidate. This means their qualifications, the goals they have for the position, attributes (e.g. personality), cultural fit, etc.

Hiring managers should tell the recruiter both what they want in a candidate, and what they don’t want.

The hiring manager should have realistic expectations.

While we’d all love to have the perfect candidate, sometimes, you have to compromise here and there.

Don’t expect your recruiter to find a superhuman candidate, because more often than not, they’ll come back empty handed. Along with being detailed, rank your expectations. What is absolutely necessary, and what would be a plus?

Another thing to consider is being realistic when it comes to the number of candidates you expect your recruiter find. Having a detailed list of expectations doesn’t mean you will end up with less potential candidates, but having a list of extremely high expectations will. If your recruiter sees any potential roadblocks due to too high of expectations, just take a moment to listen–then you can figure it out from there.

The hiring manager should be involved from start to finish.

This one sounds like a no-brainer, but it doesn’t happen as often as you’d think. Staying on top of the recruiting process not only guarantees that things will go more smoothly, but it also lessens the chances of you being surprised. We’re not saying you should micro-manage, but having a second pair of eyes always helps to make things more thorough.

The process of building a better HR involves a lot of things, but the most basic element is a great relationship between the hiring manager and the recruiter. Without proper communication, you’re always going to fall short of success–so why take the chance?


A Better HR: Part I

Hiring managers and recruiters can often be seen locked in a “he said, she said” battle–blaming one another for the mistakes that resulted in a bad hire, or trying to take all the credit for a good one.

But rather than accepting this as the way things go around HR, hiring managers and recruiters should really start to think about the wants and desires (within reason) of their respective counterparts.

In this two-part post, we’ll give you some guidelines that will help you figure out what your partner needs in order to have a successful recruiting strategy and more.

What a hiring manager wants from a recruiter:

The recruiter should understand the position, and that position’s qualifications. 

Before the recruiting even starts, the recruiter should have a good grasp on the hiring manager’s expectations for the position, which includes:

  • Qualifications
  • Cultural fit
  • Successful attributes

There are a lot of ways to make this relationship work. One of the best ways to start is by asking a lot of questions:

  • Ask for elaboration: If you’re unsure about a certain detail, then ask the hiring manager to elaborate. This might seem irritating, but it’s certainly less irritating than if you were to ask after you’ve been searching for a while.
  • Ask your manager to rank their expectations: What are the most important things your hiring manager looks for in a candidate? What qualifications are absolutely necessary, and what would be a bonus to have? These should be outlined before the recruiting process begins.
  • Be candid: If you find some of the expectations to be too high or unrealistic, let the hiring manager know. We’re not saying that you should shoot down your hiring manager’s goals–your job is to make sure you can find the closest fit to what your hiring manager needs. But if you know that you can’t meet those goals, then you are guaranteed to fail.

Understanding more about the position is the first step to starting a better HR.

The recruiter should really know the candidate.

As a recruiter, your job is to understand the ins and outs of each candidate before you send them to the hiring manager.

The last thing anyone wants is a curve-ball being thrown at them, especially late in the interviewing process. This ends up being a waste of not only your company’s time and your hiring managers time, but also the time and effort you put into finding the best candidate possible.

If you know as much as possible about the candidate, you can do a much better job of passing off the information necessary for making a good hire.

On Monday, we’ll close out with part II, going over some of the wants and desires of recruiters. And in the meantime, let us know if you have any questions or thoughts by connecting with us on Facebook or Twitter.