7 Ways to Help Job Candidates You Don’t Hire Before Too Much Damage Is Done

By Jessica Miller-Merrell

We’ve mentioned the power of digital storytelling as a helpful way to engage candidates and provide updated information on specific job opportunities, but job seekers remain frustrated when they are faced with unresponsiveness as the outcome from jobs they have applied for. Less than 50% of job seekers hear back from the recruiter after they’ve applied for the job.

In fact recently a big social media influencer posted on his Facebook page why he doesn’t use a particular brand for his photography needs. He publically shared his story, mentioning that three years ago when he applied for a job with “Snap Shutter,” he went on a series of interviews only to be left with zero call backs, in spite of his professional attempts to follow up.

I also know of a friend who has been on the job seeker circuit full time for almost one year. She has applied to over 100 jobs on LinkedIn. She has interviews, up to three per week. She routinely, professionally follows up with them. She has become discouraged at the lack of response recruiters have provided. She told me that only about 5% of the organizations she has interviewed with actually give her the courtesy of a response.

Be aware of damage control.

Candidates invest energy, time, and other resources like favors from friends for introductions for example. Sadly, when the interview process ends with a non-response from the recruiter or hiring manager, it is a sign of unprofessionalism and disrespect. This lack of professionalism not only damages the spirit of the job seeker, it can also damage the organization’s reputation as well as the entire recruitment industry.

How recruiters can help.

When you (the recruiter) close out that job requisition or posting in your ATS, go beyond just the average and provide job seekers with a list of valuable resources and information that’s available in your talent network or on your company careers page. Help candidates see the forest through the trees and get the job information and support they need to find the right fit for them.

1. A simple resume template and cover letter goes along way to providing job seekers while educating them on your company’s preferred resume format.
2. A career page with resources on your organization’s web site. Ideas could include:
• FAQ and responses for the job seeker
• Quotes on what recruiters like from job seekers
• Testimonies from interns or staff on how they acquired a job
3. Industry information and resources like oil and gas.
4. Free career classes and readiness training online. When recruiters are actively providing webinars and special training like Google Plus hangouts, it provides a great rapport that can have lasting effects with fostering strong ongoing relationships with candidates.
5. Offer to recommend introductions to the candidates and key partners within your reciprocal sourcing network.
6. When corresponding via email, be personable. Don’t rely on automated responses for the candidates.
7. Tell the candidate in person or by phone that the job is no longer available

These tips may seem simple, so simple that you may not consider them important. However, when you empathize with the candidates and understand how unpredictable and frightening the job seeking-circuit can be, especially when they are often left disconnected and in the dark, hopefully you will extend a hand to show some support. These suggestions will not only help the job seeker, they will also provide value to you as a recruiter as you build your network for future hiring needs. In addition, this effort will lead to a return on investment to your organization’s brand and the reputation of the recruiting industry as a whole.

Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media. She’s is the Chief Blogger & Founder of Blogging4Jobs. You can follow her on Twitter @jmillermerrell.