There was a great article in the February 11th issue of USA Today’s Money section titled, “America’s Long-term Jobless Still Struggling”. In case you missed it here is the link:

http://www.usatoday.com/news/nation/story/2012-02-11/longterm-unemp...

As a recruiter, I found the entire article interesting and sobering on many levels but one of the central themes that struck me focused on the lack of closure that candidates receive from recruiters when they don’t fit the need. I know from personal experience and from those of family members how emotionally frustrating it is to be contacted by a recruiter, to complete a phone screen and perhaps a face-to-face interview (or three), to receive positive feedback and obtain an absolute commitment that regardless of outcome the recruiter will call back, only to have all forms of communication go stone-cold silent.

Politics and economic conditions aside what we’re dropping the ball on is common courtesy. No one likes to call a candidate and tell them that they didn’t make the cut but making them wait and wonder is far worse. An important part of building relationships and completing the recruiting process is professionally releasing those candidates who agreed to participate, invested their time and energy but finished behind the top choice. It’s easy to say that we’re too busy or that the candidate will forget about the opportunity but recruiters need to remember that we’re touching people’s lives and their livelihoods. For someone who in unemployed or underemployed, every call or email from a recruiter represents the potential to dramatically change their financial and emotional state.

The candidate who wasn’t selected for today’s assignment may be ideal for tomorrow’s or they may know the next top choice. By professionally releasing these people from the process you build trust and open the door to future recruiting calls as well as help change the negative image many candidates have of today’s recruiters. Commit to professionally releasing your candidates and watch the quality of your candidate network improve.

Frank Mayr

- The Mayr Group