Poor Communication Remains A Big Rap Against Recruiters
Last week John wrote about the recruiting brand of employers, which is shaped by how they hire and fire their employees. Today he looks at the talent acquisition process — the treatment job applicants receive at the hands of corporation, their internal recruiters or their outside agents, executive search firms.
“I was a finalist in a high-ranking executive search for a major east coast health system. It has been nine months and I still have not heard from the recruiter. Why do recruiters treat their applicants with such disrespect? It is unbelievable.”
Regrettably it is not. It happens all the time, and it is the most common complaint that career transition advisors hear about corporate recruiters and executive search firms. To be honest, I am not sure why, since calling an applicant, even with bad news, does not take that much time or energy.
This behavior is about as silly as corporate recruiters refusing to divulge base salary information — even at times saying that a candidate’s salary request will not be a problem — until the end of the search. I have had dozens of candidates over the years complain about this practice. It usually goes something like this: “They told me my base salary would not be a problem but when it got down to the end and I received an offer, they were 30, 40, or 50 percent (pick one) below what I was currently making. Why would they waste my time and their money?”
That is another good question. I have written several times in the past about these talent acquisition oddities. I have asked for feedback but recruiters are largely silent on the subject. I guess some organizations have decided they do not need to change because they do not need to change. Ignore the pesky noise and it will go away.
This is transactional recruiting at its worst.
Are there good firms who keep their candidates informed? Yes. Are there scrupulous internal recruiters who care about not wasting the time of their applicants? Absolutely.
I am not trying to pick a fight or alienate my friends and colleagues in the search business. I am lucky to have many in firms and in corporate recruiting offices who I respect a great deal. I raise this issue because I think we all can and should do better with our communications and transparency.
It you have questions or comments, you can reach John at CareerTransitions@JohnGSelf.com.
© 2019 John Gregory Self
I do not know about you, but in my growing up years In Tyler, Texas one of my mother’s seemingly constant reminders was, “John G, do not put off tomorrow what you can do today.” If I heard it once, I heard it a thousand times.
But she was right.
I postponed some non-critical work for a couple of weeks, pushing it off to the next day until one day, a Saturday to be precise, insult was added to injury. All that stuff I had postponed now HAD to be done. And there went my weekend that I had planned so carefully.
Procrastination can get you in trouble with your boss. In a job search it probably will delay how quickly you find your next better job.
John’s Video With Helpful Hints
Today, John Self offers some tips of how you can fill your day with job searching day with beneficial ideas to help you move things along.
For more information on our Career Transition advisory services, you can reach us at CareerTransitions@JohnGSelf.Com
© 2019 John Gregory Self
When we are building our team to serve customers, I think it is constructive to think in terms of our organization’s front door and back door. It is all about how we treat our employees.
The front door is the place where we welcome people who come to buy something, to have dinner or enjoy drinks and conversation with friends. On the other side of the house is the backdoor, where we keep the garbage cans, empty shipping boxes, and supplies, those things we use to conduct business but we do not want people to see.
For businesses in a competitive environment, the front door takes on additional importance. That is where we welcome our new employees that we want to impress. The front door is all about putting our best foot forward with messages about how important our employees are for our success, how we will invest to ensure they do well and with reassurances about our values: respect, honor and integrity.
We Do Not Always Treat Unsuccessful Employees With Respect
When things do not work out, we show those unsuccessful employees the back door. Their departure is certainly not as ceremonious as their arrival and that is what separates the good companies from those that just get by. The irony is that in both cases, it is all about how we treat people.
Here is the important part: the really good companies, the one’s with a great reputation that everyone would like to work for, treat their people the same way at the back door as they do at the front door. For those good companies the one common denominator is respect. Even when a colleague fails to succeed, they help them leave with respect and support. You see the really good companies know that the promising person that did not work out will probably go to be successful in another venue. There is no anger or resentment. No, if anything, the good companies challenge themselves: what could we have done differently to help this person succeed?
How Your Terminate An Employee Is The True Test for a Company
A now retired Chief Human Resource Officer once told me that he never worked for a company that did not show respect and support at the front door, and, if the employee was not successful, at the backdoor as well. “It is how your treat people when you have to make a change that really defines the recruiting brand of a company,” he explained. “Almost every employer can behave admirably when they are employing someone. The true test of a company’s culture, their real commitment to human capital, is how they treat people at the back door. “
The best companies to work for treat their departing employees, even those they had to terminate, with real respect — a robust severance package for executives that includes a sincere interest to make available resources to help them navigate the transition. This could include severance payments and paid benefits for a defined period and quality career transition coaching. The operative words in this construct are sincere interest and quality.
Good Companies Do Not Shoot Their Wounded
Quality employers do not shoot the wounded. They know that the money they invest in candidates who are asked to leave is all about attracting better candidates in the future. This kind of news — how you treat departing employees — travels fast.
In your next job search, here is an important question to ask yourself: If you are a champion, a stellar leader, why would you take a chance with a company that doesn’t know how to treat people at the back door?
John’s Next Video Blog: Tomorrow John will share some ideas on managing your job search – Don ’t Put Off Tomorrow That Which You Can Do Today.
You can watch the video here after 8:30 AM ET.
© 2019 John Gregory Self