Communication between companies and applicants on an equal level should be an integral part of the recruiting process. However, companies often fail to do so, to fulfill their communication obligations, which can have a negative impact on the applicants and ultimately on the company. As a consultant, I have encountered some of these frustrations among candidates, and here are my suggestions, how these can be avoided:
In the best scenario, the application process always represents the beginning of a relationship. Although not everything always goes smoothly in human interactions, An increased accumulation of discrepancies during the application process rarely leads to a successful conclusion of the contract.
Applicants particularly complain about non-transparent processes, Significant delays in feedback and vague information were perceived as extremely unpleasant and frustrating. The culmination of disappointments is the deviation from promises that have already been made without comment, applicants often experience. For example, a process is announced as a two-stage conversation, but additional third or fourth conversations follow, without a clear explanation for it, when a decision can be expected. Particularly for sought-after candidate profiles, another attractive offer could come along during this period, and the candidate in question is no longer available.
1. Communicate processes in a timely manner and stick to them.
It is crucial, to prevent such errors as best as possible. It is also advisable, Present candidates with a clear and well-structured recruiting process right from the start.
- How many conversations are planned??
- Which people will take part in the discussions??
- What is the expected timeline??
Feedback on the appointments should be given as quickly as possible and should be binding in nature. Of course, no one can be protected from unforeseeable events such as illness or other unexpected circumstances, which may cause the application process to deviate from the original planning. If there are any delays or deviations from the original plan, it is of particular importance, to communicate these in a binding and sincere manner and not to neglect an appropriate apology. Changes are indeed possible, However, there is nothing more unpleasant for the applicant and nothing more counterproductive to a relationship of trust that may develop than ignoring previously made promises without comment.
2. A precise draft contract as a binding element.
We often supervise selection processes, in which applicants take part in different procedures at the same time. Time can be a crucial factor, especially in such situations, to attract a potential employee. In addition to a binding getting-to-know-you process, presenting a concrete draft contract at the end of a final conversation can be extremely effective. The intention, to win the applicant, in this way takes on an extremely clear form.
Of course, this requires precise coordination of those involved and the experience of the interviewers in advance, for example in relation to the question, who fits the company or the department in question, whether other candidates are potentially possible and so on. Of course, this requires precise coordination of those involved in advance and good preparation of the interviewers. This concerns, among other things, the question, which person fits the company or the specific department and whether there are other potential candidates. Preparation of the draft contract also requires careful planning and should include a section where appropriate, on the effectiveness of the document subject to internal approval (z. B. by the works council) points out. It is particularly important, already in advance, for example during the first conversation, discuss financial conditions with the applicant, to avoid unpleasant surprises. Instead of handing over a written contract, you can also promptly send a letter of intent (non-binding declaration of intent) with detailed contract information become binding on the same day or the following day.
In practice there are definitely processes, which can drag on. Here too it is crucial, to be binding in the statements. Term, that were promised, not to comply or not to report at all, is absolutely unacceptable, especially in the current market situation.
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