A Recruiter’s Secret Weapon? Follow Up (2018)
As an executive recruiter, do you know the single most important activity you can do to create a strong relationship that lasts long after the deal is done? If you guessed follow up, you’re 100% right. In theory, it’s not difficult to return an email or phone call; however, when I speak with candidates about their experiences with recruiters, they often lament that they’ve spoken with many—yet worked with few.
Often, I hear candidates say that they only hear from recruiters at the 11th hour. They try to get the candidate’s information as quickly as possible to submit for a job in the hopes of landing a phone interview, but too often, the candidate never hears from them again. I’ve heard these experiences time and again and I witness first-hand the negativity it breeds and the harm it does to the relationship-building process.
In today’s candidate-driven market, a solid follow-up strategy is a must. Here are 4 important tips to ensure that process:
1. Communication Is Key
Make sure that communication is open throughout the entire process so candidates don’t feel like they’ve been left behind or are in the dark at any step along the way. Make an effort to have consistent follow-up with the candidate; it gives them assurance that you are also following up with the client.
2. Focus On Branding
Your personal brand (and your agency’s brand) is what builds your reputation as a recruiter and helps secure new clients and candidates. If you lack follow-through, candidates and clients will wonder how seriously you take your business and your reputation will suffer.
3. Offer Feedback
Every candidate wants feedback after submitting their information, and yet recruiters don’t always get back to candidates with tips, comments, or anything to relay. That can make candidates feel spurned by the company—putting your personal brand, your client’s brand, and your agency’s brand reputation on the line.
The job search can be stressful. There is nothing worse than sending a resume to someone for your dream job and then never hearing back. When you offer your candidates personalized feedback, make an effort to remind them how appreciative you are of their time. Connect with them on a human level and empathize with the challenges of finding the right job. Compassion and kindness can go a long way.
Any good relationship between a recruiter and a candidate extends beyond the first phone call. It should spread through the entire recruiting process and even beyond. If it results in a job offer, a good recruiter will follow up after a candidate starts their new job, simply to check and make sure they are settling into their new role. You want to build a trusting relationship that has staying power, not create a simple transaction.
On the candidate side, you should expect consistent contact throughout the process. If you’re not getting that, think about working with another recruiter or agency. As in any relationship, it might just take some looking to find someone who will follow-up and help you through the process. I promise, we do exist!
If your company needs help finding the right talent, contact us today! For more career tips and advice check out Versique’s blog.
Other Posts by the Author
- Business Lessons for 2021 – KARE11 Interview
- Workplace Lessons From 2020 – WCCO Interview
- Trisha Farrow Promoted to Managing Director of Client Partnerships, HR Consulting
Leave a Reply