You Wouldn't Be Rude to Job Applicants? Would You?

Time and time again, it seems job applicants are frustrated with the entire recruiting process. From applying for jobs from which they never hear back, to hearing back long after they’ve accepted an inferior opportunity, the job search can be frustrating. This situation is less than optimal for either side—employers risk losing out on good candidates, and employees risk giving up on a good opportunity simply because someone in the hiring process created frustration.

How to Stop Being Rude to Job Applicants

Thankfully, there are ways the situation can be improved. Here are a few ways employers can do better:

Follow up, follow up, follow up.

One of the biggest complaints of job seekers is having no idea the status of their application after it is sent. It seems to disappear into a black hole. But there are a lot of reasons employers would benefit from having better follow up:

• Doing so can help with keeping a positive company image, even for candidates who are not selected for the job. It shows professionalism.
• Timely follow up decreases the likelihood that an applicant will already have another job offer, in particular for any candidate who was waiting to hear back before applying elsewhere.
• It can also benefit employers to follow up because even if a candidate is not a perfect fit for this job, they may be a good fit for a different role in the future—and if they view the organization as rude for never communicating, they may not apply the next time.

Provide good information.

When employers provide inadequate information, it puts the burden on job applicants to try to find it. It is much more professional to give them the information they need to make a decision. Don’t make them search high and low. Here are a few ways employers can accomplish this:

• Create a thorough job post. Take candidate needs into consideration when writing the job post. It should be informative and contain information about what the job and company are like, not just what the employer needs. Be careful not to exaggerate or otherwise give any information that misrepresents the company or the job. Separate out the truly required skills and essential functions of the job from the ideal skills or experience a candidate will possess.
• Keep the website updated. Ensure your website and other resources have a lot of information that job seekers are looking for. They shouldn’t get frustrated simply trying to find general information such as company goals and values, or what the company culture is like. This information should be accessible on the careers section of the site. If you don’t have a dedicated careers section already, consider creating one.
• Note pay and benefit information early. Applicants appreciate knowing that the job is within a range they’re willing to work for. Providing this information on the job post will also allow candidates to self-select out if the range is lower than they would be willing to accept. Some people have specific benefit needs and are not interested in a job that does not provide them. You’ll waste less of your own (and the applicants’) time if you are up front about what is on offer.

In tomorrow’s Advisor, we’ll continue to review some ways employers can improve the process and stop being perceived as rude by job applicants.