3 Reasons Why Recruiters SHOULD Call Candidates Back

There are several articles on the internet for candidates that don’t receive a call back from recruiters: “X Reasons Why Your Recruiter Hasn’t Called You Back” “Why Recruiters Don’t Call Back” “Is Your Recruiter Ignoring You?”

But the real question is: should this even be a norm?

Should calling back an unsuccessful candidate to let them know they didn’t get the job be the recruiter’s obligation?

Well, if you want to be at the top of the game in your industry… it should.

It Helps Your Employer Brand

A lot of candidates will primarily judge a company by their reputation and oftentimes will make a decision based on that— which is why employer branding is so important.

To do this, businesses have to figure out what they want their identity as an employer to be. With the employer brand they create, the goal is to attract their ideal candidates. This extends beyond an employee’s experience in the company after being hired and into the very beginning in the job application process.  

With a good employer brand, companies can establish the culture they want in their company by hiring candidates that fit their vision. As a result, employees are able to thrive in their own departments and help the company grow into what it aims to be.

First Impressions are Critical Decision Makers  

It is in the job application process where the candidates will get their first peek into the company’s culture. Candidates use this first impression as an indicator of how your company treats your people — and should they choose to work with you — how you’d treat them as well.

That’s why a bad application process can do your company more harm than good.

Not only would you risk losing a possibly good candidate, you also risk several potential candidates as well. As a result, your reputation as an employer is tarnished in the candidate market.

Your Bad Rep Will Help Your Competitors

Word of mouth travels faster than ever before: with the myriad of online platforms for candidates to blast a bad experience, companies should make it a priority to give them an encounter that will have them sing praises about your company.  

Letting unsuccessful candidates know that they didn’t get the job could be easily overlooked as recruiter schedules are packed, leaving the task put at the bottom of the list of to-dos. But leaving them with a good experience will get them to recommend your company to others in their network.

A bad experience, on the other hand, will have them warning their peers to try somewhere else, in the same industry— possibly with your competitors. And do note that a bad experience is shared twice as often as good ones.

The main takeaway here is that it’s not an employer market anymore — no one is lining up at your door to be your employee.

It is now up to you as an employer to figure out the most efficient way to build your brand to attract the best candidates as well as have them spread the word about your company to other great candidates.

To do that, your application experience is the way to go. It’s where you meet the most candidates with a different collection of networks that they could possibly share their experience with your company with; good or bad and whether or not they get the job.

So it’s best to give them a job application experience that they come out feeling satisfied with despite the outcome. That way, you boost your company’s reputation as an employer in your industry.

Oh, and don’t forget to call them back to give them the news!

 

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source https://sprout.ph/blog/recruiterscallback/