“This is Suzanne from ABC Company.  I’m calling to invite you to a phone interview for the position with us you recently applied for.  Please call me.  I look forward to talking with you.” What job applicant hasn’t heard those words and become excited?  Just the call you’ve been waiting for.  And the job?  You know you’re perfect for it.  You meet every single one of the qualifications and there’s no doubt in your mind you can do it.  And the company?  What you know about them is impressive. Recently, we learned about a situation where a job applicant received tha

We’re coming up on that time of the year where we all make New Year’s Resolutions.   How about making one in 2013 that can have a positive impact on others throughout the entire year? If you’re a recruiter, make it your practice to get back to every qualified job candidate in a timely manner.  Thank them for their time interviewing, either with you or the company.  Let them know they are not being considered further.    Make a brief call, or simply develop a standard e-mail to send out once they are no longer in the running.  It gives the candidate some closure.   And even t

I find it quite fascinating.  The multitude of articles that are written on the Candidate Experience.  The seventeen steps an organization must follow to give candidates a positive experience.  The twelve items recruiters need to do.  Eight stages that job candidates go through and how to handle each one for a positive outcome.  Applying analytics.  Measuring the candidate against specific criteria.  Engaging the hiring manager.  Owning the experience.  On and on and on. Don’t get me wrong.  These are great articles written by very talented individuals.  They contain sage  adv

There is more and more focus these days on understanding the importance of the Candidate Experience. If you haven’t yet applied, the deadline is tomorrow (June 15) for the Candidate Experience Awards.  The CandE awards is an annual competition process where 1) Employers can benchmark their candidate experience against other companies and 2) employers can participate in a 3rd party survey of their own employment candidates to understand what they think of the process.  While it’s a competition, it also provides feedback.  And that can be extremely helpful. Here’s a link to the

We continue to hear sad stores.  And not always from the individual that has been shown a lack of common courtesy as they are seeking new positions.  Sometimes from frustrated family members.  Read on for the most recent. ‘This story is soooo true.   As I sit here and watch my husband try to find work for now 2 years, I become more and more infuriated at how he is treated by HR depts and recruiters.  He's been in the electrical field for 20 years, for as long as I've been with him. He's never been without a job.  Two years ago, he got laid off because the company went under.  So h

Marketing.  Sales.  Customer service.  Branding.   Recruiting.  The customer experience.  See a link?  If you don’t, you’re missing the boat.  And you may be putting your company in jeopardy.  All companies have a brand.  It doesn’t matter if that company is a Fortune 50 global publicly-traded corporation or a privately held regional company.   Or if the company is a family owned and operated business or a one person entrepreneurial start-up.  They all have brands.  And brands are a direct result of image.  And many other efforts.   Certainly strategic and integrated

Remember the Golden Rule?  Treat others as you want to be treated?  As a recruiter, hiring manager or talent management professional, do you remember this rule when it comes to the candidate experience?  Do you put yourself in the candidate’s shoes?  Understand the various emotions that candidates go through during the job interview process?  Do you think about those candidates you’ve contacted to set up interviews?  Know what it really means to interview and wait.  And then interview again.  And then wait.  Some more.  Contact the company.  Ask for a status update.  Hear no

We've got an interesting discussion going on here regarding the use of technology today.  Many different opinions and thoughts on the issue.  What do you think?  http://www.ere.net/2012/01/12/is-our-recruiting-efficiency-hurting-our-company/#more-23159

Our readers have stories to share.  And lots of suggestions to recruiters and hiring companies.  Read on. One job candidate, who has asked to remain anonymous, is a finance analyst in the defense industry.  She feels she has become a perpetual job hunter due to the lack of common courtesy and wonders “is it just my industry?”   One of the worst situations she encountered was when she was contacted by a corporate recruiter to set up an interview with their company, only to wait and wait for the interview phone call, which never came.  To make matters worse, when she tried to conta

Picture this scenario.  You are lucky enough to get an interview with a company for an enticing position.  You interview one, two or even more times and then fall into a black hole?  Never hear back from the company?  Never hear back from the recruiter?  No follow up, no communication, just nothing?  You’ve done all the proper things – sent the thank you letter and provided additional information that may have been requested.  Every interview had gone well and you had even been told you were a strong candidate.  Have you been here?  Can you relate?   You’re not alone.