5 etiquette musts for hiring managers
Post on 18-Oct-2014
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Have hiring managers become too comfortable with the recessionary advantage of a large hiring pool? We all read and hear about job candidate etiquette and the do’s and don’ts of applying, cover letter submission, interviewing protocol, thank you letters, follow up calls, and so on. What about the etiquette of the hiring managers? First Impressions are not just about the candidate.TRANSCRIPT
For Hiring Managers
Wri$en By: Tracy L. Lube
1. Job Pos7ng
No Boilerplates
Be Specific
Accurate Descrip7on
Time Requirements
Phone/Email Contact
Include a deadline date for the hiring process, so that candidates are not kept guessing.
If using an auto response for the applica7on, state a specific 7meframe the candidate should or shouldn’t expect to hear back.
Be apprecia7ve of the candidates 7me.
Respond in a 7mely manner, not weeks or months later.
Organized
• En7re process should be organized and well thought out.
Plan
• Plan out your pre qualifiers to find the “style” candidate to fit what is being sought.
Pre-‐Qualifica7ons
• Provide any pre-‐qualifiers before the in person interview.
Do not make last minute interview schedule changes.
The interviewer should not be late.
Avoid cliché ques7ons, they are not necessary with an experienced veteran.
Remember the candidate is assessing the hiring manager and company as well.
Be direct and ask relevant ques7ons.
A hiring manager will interview 4-‐6 applicants on average. Send personal feedback to these applicants.
• Be honest • Be construc7ve • Provide a posi7ve rejec7on le$er Not only will this send a clear message, it shows mutual respect, professionalism, and how the company conducts business.
In addi7on, send an automated email to all the other applicants that a hiring decision has been made and show apprecia7on for their 7me.
There is no reason this process cannot be automated.
IT WILL LEAVE A POSITIVE LASTING IMPRESSION!
CANDIDATES PERFORM THEIR OWN ASSESSMENT of an organiza7on based on culture and values, the role they will be performing, treatment through out the process, and mutual respect. Here is where companies may fail to recognize the fallout of their ac7ons or lack of ac7ons:
1. Candidates can provide nega7ve feedback on places such as Glassdoor.com, leveraging the influence of social media.
2. Opinions travel at high speed in today’s technological world and may have a damaging effect on the overall percep7on of the company.
3. The candidates rejected may end up working for a compe7tor, a vendor, or with a company you rely on and have developed a partnership with, it is a small world.
4. A candidate may reject an offer based on their assessment of you and the en7re process, especially a highly qualified candidate that most likely will have mul7ple offers.
YOU HAVE JUST BEEN TKO’D
Common prac7ce will pay off in the long run. U7lize the recrui7ng process as an opportunity to increase a posi7ve brand and build future rela7ons, possibly as a customer or even a partner in the future.
Provide the same e7que$e as expected from the candidate, aeer all it is a two way street.
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