Candidate Care

We had an interesting scenario in our office the other day. A new-ish Consultant had a complaint from a candidate about not being contacted in what he perceived to be a timely manner. And perception is what it is all about. We throw around this word a lot but really it is the crux of what we do. In such an subjective job, although every Consultant is theoretically doing the same job, we are identifying different skills in our candidates and relating differently to each of them.

How often are you in contact with your "gold" candidates? And what about the ones who you may not be able to assist immediately - how often are you in contact with them?

In my last position we used to to Candidate Care nights where we stayed back at work for a few hours with some pizza and contacted all of our candidates just to keep in touch and get updates from them in a time when they could freely talk. I am debating bringin this in to my current workplace. Thoughts?

Comment by Chris Fleek on June 30, 2010 at 10:19am: I like the idea of a concerted "blitz" of candidate contact on a regular basis. Assuming you might already be closely connected to your "gold" prospects, this might be most effective with the other candidates who aren't getting regular attention. It's also a great way to keep your consultants focused on their pipeline. Good luck!

Comment by Melissa Hughes on June 30, 2010 at 10:39am: Anna, I think that is an excellent idea. Many candidates may feel they have been forgotten or that no one is trying to help them. Making candidate follow up (whether you can help them now or not) a planned activity is a great way to let the candidates know that you remember them and care about their placement needs.

Comment by Andy Young on June 30, 2010 at 10:53am: Ditto Anna, this is a lovely idea and I love the fact that YOU care about what your candidates think and feel about you and your business. We've done it here before and frankly not enough. I think the trick is to find ways where candidate care becomes central to all we do, but whilst we strive for that perfection I think tactical initiatives such as this are really commendable.
Furthermore it's a good way of cleaning up databases and getting up to date info, so a dual benefit. I think the trick will then be to make it a regular thing, ensuring it's not a one off. We've also run candidate evening gettogethers - more expensive as you need to fund some drinks and possibly a venue, though many of these will throw in the room for free. This allows candidates to use the occasion as a networking event as well, whilst you gain enormous good will.

Comment by Fran Hogan on June 30, 2010 at 11:29am: It is most definitely a great idea. If you can't motivate your group to do this for the candidate's sake then perhaps they might be interested in the other benefits it can provide. Keeping in touch with your candidates keeps you in touch with what's happening "out there". You gather intelligence about where the activity is, company updates from the ones still employed, not to mention the future referrals it generates. All good stuff.

Comment by Thyaga on June 30, 2010 at 11:34am: Engagement between a recruiter and a candidate is transactional in nature, meaning with out a reason (a targeted opportunity) I think neither party will be motivated to have a useful conversation.

Comment by Leah Mahtani on June 30, 2010 at 12:54pm: Fantastic idea, especially if you operate in the senior marketplace and candidates will become clients. When I was still running a desk, a colleague registered a senior Director of Finance and kept in touch with him throughout the process. We never placed him, however eight months later I placed seven interim candidates with him over the course of 6 weeks, all over £600 per day pay. Although it can be time consuming, candidate care is part of the 'customer experience'. Who would recruit from an agency if they knew that as a candidate they would be treated badly by them?!
If you keep the conversations business relevant and ask their opinions about you, the marketplace and your competitors, you will keep a strong relationship going.

Comment by Michael Webb on July 1, 2010 at 5:49pm: Well, I guess it's a start, but the real deal is on my blog - DataBases. Hope you agree Anna.

Comment by Anna Hodges on July 1, 2010 at 6:09pm: I do agree, for sure, Michael. But the quality of your database is based on not only the original information, but how accurate and updated your details are on it. What you put in is what you get out!!

Comment by Louella Machado on July 2, 2010 at 3:46pm: Great idea indeed! Candidate care is an important aspect and comes with its own benefits for both parties!

Comment by Sandra McCartt on July 3, 2010 at 2:52pm: If you think that the relationship is tranactional with candidates only being inventory in your database, try this thought. If you warehouse inventory for future sale, that inventory has to be counted, kept current, dusted off and relevant to the market. If it's left in a dark corner unattended it may not be saleable.

Since people are not inantimate objects to be stacked in a corner awaiting sale if your attitude is they are inventory in a database at least keep your inventory current and be sure you have it instead of just a memory of where you left it a year ago.