Mrs. Fine Print’s Post

A thought on communication and feedback from all sides of the recruitment process. I use an excel sheet for all candidates I submit to clients, on which names remain until there is at least feedback or the role is filled.. Recruiters are often berated for lack of feedback, however very often when passing feedback on (both positive and negative), candidates explain they have now secured positions without informing me. (It is in fact very rare to get a message to say they have taken another job). There is no doubt if you send someone's CV you should let them know either way the outcome, however .....should candidates feedback to each role that they actively enter into a discussion with? (this does not include just applying online) Keen to hear thoughts - personally it doesn't bother me too much but does seem to be an undiscussed topic. 🤔 💭

🔍 Reflections on Professional Courtesy in Recruitment Ghosting in the hiring process is disheartening. Too often, I encounter stories of promising initial screenings followed by a void of communication. It raises the question - what guides individuals in these moments? While it's easy for me to follow up and inquire about the status, understanding the dynamics of job-related communication, it's perplexing when a recruiter reads the message and goes silent. Such instances are not just red flags; they gradually erode the employer's brand. It's unlikely to be an isolated incident. For a company genuinely invested in its brand, profitability, and the people involved, HR teams should prioritize timely communication. Leaders need to underscore the importance of promptly updating candidates, irrespective of the circumstances. It's a mature approach that pays off positively in the long run. This principle applies equally to candidates. While not easily surprised, a basic level of human courtesy is expected. If interest wanes or other plans emerge, open communication goes a long way. Ghosting: Whether it's an employer ceasing communication after an interview or a candidate going silent post-interview, it's a practice to avoid at all costs. We've emphasized it repeatedly: providing feedback to candidates is the bedrock of your HR brand. Remember this: Recruitment, like relationships, is a two-way street. You're not just choosing; you're being chosen. Steer clear of behaviors reminiscent of dating apps. In today's job market, one unfavorable review about a company can be fatal. Let's champion a culture of open communication and mutual respect. #RecruitmentEtiquette #HiringInsights #ProfessionalCommunication

The infamous post-interview silence. 🤐 As someone who's been on both sides, I understand how frustrating it can be. For job seekers, it's really hard to fathom why employers are so stingy with job-interview feedback. There are actually a few reasons, and some simple fix too. Work overload - Recruiters and hiring managers are usually juggling a multitude of hires, each including dozens of applicants. At times, they can get swamped with urgent tasks. Automated feedback systems or standardized templates can streamline the process and ensure every candidate receives at least some response. Yet it won't provide meaningful feedback that would allow a job seeker to understand the firm's decision and better prepare for their next application. Fear of legal consequences - There's no question that both recruiters and hiring manager are apprehensive about providing detailed feedback that might be misinterpreted. A quick fix is for Legal to create clear and concise feedback guidelines for hiring managers. Feedback that emphasizes constructive criticism focused on skills and qualifications rather than personal opinions. This can help mitigate legal risks while providing valuable insights. Lack of feedback culture - Some organizations simply haven't established a culture of providing feedback. On the list of recruiters' KPI, most firms have never emphasized the importance of post-interview feedback, leading hiring managers to overlook this step. Setting targets on candidates' satisfaction score is a good start. Training and educating hiring teams on constructive feedback will help enhance candidate experience as well as employer brand. I'm interested in hearing from my network here about their thoughts and experiences on this frustrating topic in the comments. #JobSearch #CandidateExperience #InterviewInsights #CareerAdvice #JobSearchTips https://lnkd.in/edQrxe4C

Lately, I am seeing many posts about HR not giving feedback, ghosting candidates, and exhibiting poor behavior. However, there is another side to the story that often goes unnoticed: candidate behavior. Over the last two years, I have been involved in hiring and have observed some concerning trends. Candidates are frequently ghosting us at various stages of the recruitment process. Here are a few examples: 1. Not submitting assignments. 2. Backing out on interview days without notice. While backing out is understandable, the lack of communication is the real issue. Candidates often don't inform us if they can't submit an assignment or attend an interview. They just stop responding to our calls😅 (And that hurts 🙁 ) Trust me, as HR professionals, we understand if you need more time for an assignment or if you can’t make it to an interview. We can reschedule. That's our job, but you need to communicate your problems to us. If you don’t communicate, we can’t help you. Just as you are putting effort into applying for a job, we are putting effort into hiring you. We won’t ghost you if you show your efforts. We are here to help😃 So, before criticizing us for lack of feedback or ghosting, let’s commit to better communication throughout the hiring process. It benefits everyone involved.

🌟 Importance of Communication: Why HR Should Reply to Candidates Even if They Haven't Made it 🌟 Dear LinkedIn community, In today's fast-paced job market, communication plays a pivotal role in shaping candidate experiences and employer branding. One aspect often overlooked is the significance of providing feedback and responding to candidates, even if they haven't made it through the selection process. ✨ Respect and Professionalism: Every candidate invests time and effort in applying for a position. A courteous response, regardless of the outcome, demonstrates respect for their application and effort. It's a testament to an organization's professionalism and empathy. ✨ Enhanced Candidate Experience: A transparent and timely response helps candidates move forward in their job search journey. It allows them to adjust their plans, seek other opportunities, and maintain a positive perception of your organization, which can influence their future interactions and referrals. ✨ Builds Trust and Credibility: Open communication builds trust. Candidates who receive feedback, even if it's constructive criticism, appreciate the honesty and are more likely to view the organization as fair and transparent. This trust is crucial for fostering a positive reputation within the talent pool. ✨ Learning and Improvement: Constructive feedback provides insights into the selection process and areas for improvement. Understanding why a candidate didn't make it allows HR teams to refine their processes, identify potential biases, and enhance future hiring decisions, ultimately leading to a stronger workforce. Let's strive for a recruitment culture where timely, respectful, and informative communication is the norm. Together, we can enhance candidate experiences and strengthen our organizations. #CandidateExperience #HRBestPractices #CommunicationInHiring #TalentAcquisition #ProfessionalDevelopment

To the HR Team, If a candidate is not chosen, kindly send an email of rejection because they continue to wait and hold out hope. Rejection emails are a useful tool for open and honest communication. The results of their application and the rationale behind the choice are information that candidates value to know. They are able to comprehend and proceed because of this lucidity. I haven't previously sent rejection emails to candidates who don't make the cut. But as I worked and developed daily in the new setting, I discovered how to communicate clearly and openly. In the event that a decision has already been made, it would be greatly appreciated and wise to let the individual in question know the result. HR comments and choices have a significant impact on a candidate's ability to advance and improve. Candidates connecting you after interview who are not selected for the domain needs clarity. It's hard to say "NO" to the candidates but better transparency in the communication builds good reputation of the company. HR must consider six different angles for professionalism. #hrcommunity #hrcareers #humanresource #management #candidates

📢 Importance of Transparent and Respectful Communication in the Hiring Process 📢 #CandidateExperience #TransparentCommunication #HiringProcess #HRInsights Dear LinkedIn community, I hope this post finds you well. Today, I would like to shed light on an important aspect of the hiring process that has been bothering many candidates - the lack of feedback and timely communication from HR after interviews. As professionals, we understand the significance of constructive feedback and transparent communication, not only for personal growth but also for a positive candidate experience. Recently, I've come across instances where candidates have reached out to me, expressing their frustration about not receiving any updates or feedback after their interviews with our organization. It deeply concerns me that some candidates have been left hanging, unaware of their application status and feeling undervalued. As HR professionals, we play a pivotal role in shaping a candidate's experience during the hiring journey. It is our duty to respect the time and effort candidates invest in preparing for interviews and to treat each individual with the same level of professionalism that we expect from them. Providing feedback, regardless of the outcome, is not only courteous but also helps candidates understand their strengths and areas for improvement. Constructive feedback allows candidates to refine their skills, enhance their performance, and potentially become a better fit for future opportunities within the organization. Furthermore, timely communication is equally crucial. When we promise candidates that we will get back to them by a certain date, we need to honor that commitment. If, for any reason, there is a delay in providing results or updates, it is essential to keep candidates informed about the situation. To address this concern, I will be personally looking into the matter and implementing changes to ensure a more respectful and transparent communication process moving forward. We will strive to offer prompt feedback and regular updates to every candidate who goes through our interview process. I encourage all HR professionals and organizations to be mindful of the impact our actions have on candidates' lives and careers. By fostering a culture of open communication and treating candidates with the respect they deserve, we can positively influence their perception of our brand and create lasting connections. Let's come together as a community and share our insights and best practices for improving the candidate experience. Together, we can make a meaningful difference and build a more inclusive and empathetic hiring process. Thank you for taking the time to read this post, and I welcome your thoughts and suggestions in the comments below. #CandidateFeedback #CandidateEngagement #HRBestPractices #EmployerBrand #InclusiveHiring #EmpathyInHR

Just watched a video that got me thinking about the evolution of job rejection communication. 📞 vs. 📧 In the video, someone shared their frustration about receiving a rejection phone call after applying for a job. They believed an email would have sufficed. As someone who remembers the pre-email era, I couldn't help but reflect on the changing HR landscape. While some might see it as a trendy HR tactic to make candidates feel valued and respected, there are valid points on both sides: 👍 Pros of phone calls: - A personal touch, showing effort to connect. - Immediate feedback, allowing for questions and discussion. 👎 Cons of phone calls: - Can be emotionally challenging for candidates. - Time-consuming for both parties. 📧 Pros of emails: - Less emotionally taxing for candidates. - Efficient and easy to document. 📧 Cons of emails: - May come across as impersonal. - Limited opportunity for immediate dialogue. What are your thoughts on this matter? How would you prefer to receive job rejection notifications? 🤔💼 #JobSearch #HR #CommunicationTrends

Rejection>>>Ghosting Rejection is better than Ghosting in the Recruitment Process . In the fast-paced world of recruitment, the importance of clear communication cannot be overstated. While the hiring process is undoubtedly challenging for HR professionals, it's crucial to remember the candidates who invest their time, energy, and hopes into each opportunity. After several rounds of interviews, the least a candidate expects is a response. Ghosting can be disheartening and can leave a negative impression not just on the candidate, but also on the company's reputation and culture. A respectful rejection, on the other hand, provides closure and helps maintain a positive relationship. Why Rejection is Better Than Ghosting: Clarity: Candidates know where they stand and can move on to other opportunities. Respect: Acknowledging someone's effort shows respect and professionalism. Feedback: Constructive feedback can help candidates improve for future opportunities. Reputation: Companies that communicate transparently are viewed more favorably. I understand how demanding the HR role is, juggling multiple responsibilities and ensuring the best fit for the company. But let's strive to make the process more humane and considerate. A simple response can make a big difference. #Recruitment #HR #JobSearch #CareerAdvice #Professionalism #Communication