With direct recruitment high on the cost-saving agenda, employers are advertising more roles than ever through mediums like LinkedIn. What happens when you click on that button to apply for that post? We’ve heard lots of stories, but one keeps reoccurring…
We’re told that initial communication with in-house recruiters are fairly transactional. There might be a short telephone interview to start with, but dates are confirmed by email based on the strength of a CV and the ever-important LinkedIn profile. There’s no prep, no background explanation, no scene-setting and no advice. Candidates are going in to an interview pretty blind except for the generic job spec and their own internet research. Once they’ve overcome this, the next tricky part appears to be following the interview. How easy is it to give honest feedback directly? Not very, especially if there are reservations about the interviewer. How easy is it to negotiate directly? Pretty tricky – HR professionals are not trained negotiators. Many of our candidates at this stage wish they had an intermediary to manage these communications.
Reflecting poorly on company?
Since many in-house recruiters are unlikely to need to recruit for the same position twice, they don’t feel the need to invest in the individual. Some are oblivious to the effect this has on their company’s image. If a candidate isn’t suitable for the role, they’re often dismissed without being given any feedback – usually all they get is a standard rejection email. They’re left with a bitter taste in their mouth and a very bad impression of the company.
What are your experiences?
As with everything, there’s always exceptions. I know of some outstanding in-house recruiters, many of whom are ex-consultancy who understand how to give a candidate a full, professional and positive experience. I just get the sense that there are some out there who believe the market is swarming with talented job seekers who should be grateful that they’re being considered for a role within the business. The reality is that real talent is hard to find and if the candidate experience is poor, they’re unlikely to ever attract the cream of the crop.