These days almost everyone does online research on a variety of topics, and many submit feedback on their experiences. What this means for companies is that bad experiences may be broadcast for all to see.
For example, disgruntled employees and interviewees will post their displeasure leading to potential headaches for employers.
Employers need to understand that along with treating their employees with courtesy and respect – they also need to do so in their hiring practices as well. “Everyone involved in the hiring process, from receptionists to staff members to the person conducting the interview, need to be friendly and professional – to paint the company in a positive light,” says Pat Mathews, Principle Consultant, Workplace Experts, in ‘Improve Your Hiring Etiquette’
Firms using an HR Shared Services Center for their human resources services delivery have a leg up as regards their ability to more effectively and efficiently establish open communications between managers, HR professionals and employees. For instance, notifications of pending interviews may be sent, and responses, interviewee evaluations and other input may be disseminated, tracked and reviewed.
Establishing and building upon good report with non-employees, such as applicants, is a bit trickier however. The ‘good first impression’ rule is a two-way street – and that’s what attracts quality candidates – people talk about how they were treated during the hiring process. And for the firm, by looking to fill a position without taking the time to research quality well-qualified candidates only leads to fit issues, and turnover, in the future.
Open communication before, during and after the interview process is key to attracting qualified professionals. When an opening is posted – have someone from the company apply – to review and verify the details and process. At the close of the interview, explain the next steps, whether its second or third interviews, follow-up testing, interviewing other applicants – and when an answer will be forthcoming.
As for the job posting itself, there are many online resources including job site stalwarts such as Monster and CareerBuilder, as well as more recently developed social media sites like LinkedIn and Facebook. Wherever open positions are posted – the ad should position the company in the best possible way – selling the firm by highlighting what a great place it is to work – which, hopefully, it is!