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Raising The Standards And Profile Of Our Industry by Phil Dubois, Pride In Personnel Inc. Rejecting Applicants One of the common knocks against third part recruiters (at all levels), is the method by which we handle rejected applicants or candidates that "don't make the cut". Burdened by the extreme time pressures to locate and screen appropriate individuals for our clients, the tedious and unpleasant task of informing apps they will not be getting an interview gets postponed or worse, ignored. Ironically, it is this same beef we have about clients and apps who are not interested in our jobs or candidates. Is this simply a matter of treating others as we wish to be treated, or can we do a few simply tasks to handle this negative chore more efficiently and with positive results? Expectations One of the most effective methods of closing a placement is through management of expectations. Creating a realistic set of goals for apps and employers can make the job offer a mere formality. It follows naturally that reducing the expectations of a candidate regarding interview selection allows rejections to be accepted with greater ease. Applicants could be advised prior to the interview that they do not possess the full list of requirements yet an interview may be appropriate for future positions. At the interview conclusion, a comment such as " the employer is very discerning/picky/etc." will also succeed in softening the blow of rejection. Decent attempts should be made not to unfairly or prematurely raise hopes of successful selection. Timeliness The first opportunity to reject an applicant is during the interview itself. Unfortunately, argumentative or testy applicants have lead recruiters to delay the inevitable closure. Realistically, a one to two day period is all one needs to make a decision on any aspect of the interview process and candidates deserve a timely response. The longer one waits, the more unpleasant the call. Honesty Ideally, a thorough telephone screening process will weed out problem cases and trouble- makers. That leaves a descent individual who may be either lacking in qualifications or "sharpness". A positive critique or a few tidbits of resume, interviewing or networking advice will do wonders in allowing a rejection to become a positive network experience. The above comments can easily be classified as common courtesy. However, this one topic in and of itself is widely viewed by external sources as lacking within our industry. In a business so closely tied to referrals and recommendations, a consistence portrait of consideration and honestly will elevate both individual company and industry reputation respect and profits. |
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