Comments - What If It Mattered How We Treat Candidates - RecruitingBlogs2024-03-28T18:25:31Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1502737&xn_auth=noFantastic post Marvin. Well s…tag:recruitingblogs.com,2012-01-31:502551:Comment:15060462012-01-31T10:31:33.829ZAmanda Selleckhttps://recruitingblogs.com/profile/AmandaSelleck
<p>Fantastic post Marvin. Well said! I work in a young consulting organisation as an internal recruiter and we are currently looking to expand rapidly. Our brand is so critical to our recruitment process as it speaks of our most important asset, our people. For that brand to be ruined through lack of communication and respect in the recruitment process is a major set back to our organisation. We ensure every candidate gets an automated email when applying and candidates that are phone screened…</p>
<p>Fantastic post Marvin. Well said! I work in a young consulting organisation as an internal recruiter and we are currently looking to expand rapidly. Our brand is so critical to our recruitment process as it speaks of our most important asset, our people. For that brand to be ruined through lack of communication and respect in the recruitment process is a major set back to our organisation. We ensure every candidate gets an automated email when applying and candidates that are phone screened or interviewed face to face always receive an answer within 3-5 days. </p>
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<p>It is not hard to pick up the phone, however it can be time consuming. Looking long term that time is converted into respect and reliability not only for yourself as a recruiter but your organisation. All candidates deserve the respect of some form of reply, it could be the reason you land your next fantastic candidate, due to fantastic reputation via word of mouth. </p> Microsoft always been on the…tag:recruitingblogs.com,2012-01-30:502551:Comment:15053852012-01-30T16:20:47.878ZJacob S. Madsenhttps://recruitingblogs.com/profile/JacobSMadsen
<p>Microsoft always been on the very forefront of candidate management/experiences from what I have seen, not least driven by the strong involvement of HRD's/HRBP's and talent management leadership. Result some highly skilled and capable people that has made MS what it is and continues to be, - lots to learn from a be inspired by. </p>
<p>Microsoft always been on the very forefront of candidate management/experiences from what I have seen, not least driven by the strong involvement of HRD's/HRBP's and talent management leadership. Result some highly skilled and capable people that has made MS what it is and continues to be, - lots to learn from a be inspired by. </p> Marvin, you speak the truth!…tag:recruitingblogs.com,2012-01-30:502551:Comment:15055762012-01-30T16:09:30.408ZDan Contrerashttps://recruitingblogs.com/profile/DanC
<p>Marvin, you speak the truth! You know our branding efforts here at MS, better than most folks and you know I will continue to treat candidates as customers as long as I'm a recruiter.</p>
<p>Marvin, you speak the truth! You know our branding efforts here at MS, better than most folks and you know I will continue to treat candidates as customers as long as I'm a recruiter.</p> Marvin - This was really an e…tag:recruitingblogs.com,2012-01-26:502551:Comment:15041722012-01-26T14:11:52.415ZTim Spagnolahttps://recruitingblogs.com/profile/TimSpagnola
<p>Marvin - This was really an excellent read. Thank you for sharing this with the RBC. <em>"I believe the treatment of candidates will (</em><strong>and SHOULD<em>)</em></strong> <em>become a top concern in talent acquisition." </em></p>
<p>Marvin - This was really an excellent read. Thank you for sharing this with the RBC. <em>"I believe the treatment of candidates will (</em><strong>and SHOULD<em>)</em></strong> <em>become a top concern in talent acquisition." </em></p> Marvin, excellent piece. BIG…tag:recruitingblogs.com,2012-01-26:502551:Comment:15038932012-01-26T11:14:33.148ZJacob S. Madsenhttps://recruitingblogs.com/profile/JacobSMadsen
<p>Marvin, excellent piece. BIG discussion topic and increasingly so in Europe carried by some clever people in the UK and one of top 10 topics at any talent acquisition conference, event etc. - and about time too, too long has the candidate experience been a 'black hole affair' time to change.</p>
<p>Believe heard/read somewhere (unfortunately not clear if actually the case) that Starbucks that happen to have 20 million fans on Facebook!! sent US$ 1 vouchers to candidates applying for jobs…</p>
<p>Marvin, excellent piece. BIG discussion topic and increasingly so in Europe carried by some clever people in the UK and one of top 10 topics at any talent acquisition conference, event etc. - and about time too, too long has the candidate experience been a 'black hole affair' time to change.</p>
<p>Believe heard/read somewhere (unfortunately not clear if actually the case) that Starbucks that happen to have 20 million fans on Facebook!! sent US$ 1 vouchers to candidates applying for jobs with them (unsure if only those coming into interview process or all)</p>
<p>Not only did they tie their brand with their company, but imagine if you were given a $ 1 voucher and you wanted to buy something at $ 1.75 - that is $ .75 straight into the coffers of Starbucks, - now that is a talent attraction, business, brand etc, strategy well thought through!!!</p>
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<p></p> LOVE LOVE LOVE this post....
tag:recruitingblogs.com,2012-01-24:502551:Comment:15035422012-01-24T22:39:06.862ZBrian K. Johnstonhttps://recruitingblogs.com/profile/BrianKJohnston
<p>LOVE LOVE LOVE this post....</p>
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<p>LOVE LOVE LOVE this post....</p>
<div id="ff_peerindex_tooltip"></div> @Suresh--I agree that many ba…tag:recruitingblogs.com,2012-01-24:502551:Comment:15036012012-01-24T20:10:24.649ZMarvin Smithhttps://recruitingblogs.com/profile/MarvSmith
<p>@Suresh--I agree that many barriers have fallen; perhaps we need some more to fall?</p>
<p>@Sean--Thanks for your perspective; both corporate and TPR need to respect folks. Your are correct that false confidence when outreach occurs without engagement or conversation--it will not work in the long run. The candidate is king (or queen).</p>
<p>@Bill--I feel your pain. I am working on a post "What Actually Happens in the Resume Black Hole?" got any insights from the TPR side of…</p>
<p>@Suresh--I agree that many barriers have fallen; perhaps we need some more to fall?</p>
<p>@Sean--Thanks for your perspective; both corporate and TPR need to respect folks. Your are correct that false confidence when outreach occurs without engagement or conversation--it will not work in the long run. The candidate is king (or queen).</p>
<p>@Bill--I feel your pain. I am working on a post "What Actually Happens in the Resume Black Hole?" got any insights from the TPR side of things?</p>
<p>@Amber--absolutely, we must be more detailed/frequent in our communication. I cannot tell you how many times candidates have thanked me for saying no--they just want feedback.</p>
<p>@Raphael--you are right--I was unemployed 6 months ago and know the transition from client to candidate first hand.</p>
<p>@Keith-Well thought out. I love the Denver example. I can imagine something like that occurring online and the company not even realizing it until it was too late.</p>
<p>@Suzanne--thanks.</p>
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<p>I appreciate your joining in the conversation. Thanks for your input.</p>
<p></p> Excellent.tag:recruitingblogs.com,2012-01-24:502551:Comment:15035002012-01-24T19:05:20.771ZSuzanne Levisonhttps://recruitingblogs.com/profile/SuzanneLevison
<p>Excellent.</p>
<p>Excellent.</p> Marvin, THANKS for taking the…tag:recruitingblogs.com,2012-01-24:502551:Comment:15029972012-01-24T18:41:19.290ZKeith B Swineharthttps://recruitingblogs.com/profile/KeithBSwinehart
<p>Marvin, THANKS for taking the initiative to bring this topic up. As a recruiter for the last 30 years, I could never understand why Recruiting / HR managers were so often ambivalent about the feedback processes / treatment of their public talent pools (primarily applicants and candidates). A firm spends a great deal of their budget on PR, image building and marketing as to what a great community leader and employer they are...then disproves that by having poor feedback processes and/or…</p>
<p>Marvin, THANKS for taking the initiative to bring this topic up. As a recruiter for the last 30 years, I could never understand why Recruiting / HR managers were so often ambivalent about the feedback processes / treatment of their public talent pools (primarily applicants and candidates). A firm spends a great deal of their budget on PR, image building and marketing as to what a great community leader and employer they are...then disproves that by having poor feedback processes and/or untrained representatives interact with their public talent pools. </p>
<p>I remember one major employer in Denver was booed at a hockey game when they were introduced as in attendance... The company had been doing mass recruiting to support a high growth plan (hired several thousand people in a couple years). The community street talk was disrespect for this major employer and for their bad employment behavior.... no recognition of applications, no feedback from visits or interviews, no closure for interviewees. That event, local journalism, and a company survey proved that it had a huge "black eye" in the community. The firm took action and got employment processes turned around under a new employment team and the company's rap slowly improved. Recruiting managers really need to factor in the time, systems, as well as staff training to ensure they are not creating or allowing a "monster" to work against their hiring goals and the image of their employers. A good rap is earned by demonstrating the firms respect and value of their public (and talent pools).</p> Amber, we agree. I still mai…tag:recruitingblogs.com,2012-01-24:502551:Comment:15031922012-01-24T18:01:10.870Zbill josephsonhttps://recruitingblogs.com/profile/billjosephson
<p>Amber, we agree. I still maintain it doesn't make us look good when we tell candidates we haven't heard anything. But it's better than not picking up the phone at all.</p>
<p>Amber, we agree. I still maintain it doesn't make us look good when we tell candidates we haven't heard anything. But it's better than not picking up the phone at all.</p>