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Are your hiring practices as responsive to people as your social media is?

Posted on: April 12th, 2016 | Category: Hiring Methodology, hiring process, Interviews, Our Blog, Talent Management

hiring practicies: responding to job seekers | myHR Blog

When you’re waiting to hear back about that great job you applied for…

Are your hiring practices as responsive to people as your social media practices are? A lot of sharp companies out there make it a point to respond to social media requests, comments and reviews in a timely fashion. Often times they do so in a matter of days, or even hours. It’s how businesses show that, even when they disagree with people, they are listening, are respectful and want to be engaged. This is a great way to connect with the public, to be sure. Why, then, do so many businesses fail to be equally as responsive to job applicants and interviewees?

We read an interesting article published by Forbes on how bad hiring practices can hurt your company’s brand. The article points out that the speed at which some businesses respond to social media commenters is in stark contrast to the snail’s pace at which they respond to job applicants, and this is a real problem. It can’t be technologies fault, according to the story. The digital age has made it possible for us to monitor and reply to countless people via Facebook, Twitter, LinkedIn, Instagram and other social media, and we apply similar technologies to oversee our hiring methods today. It seems as though job-seekers are not held in the same regard as the general public by some businesses, and that is a shame.

Why should you care about responding to all those job-seekers?

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Hiring practices, FLSA overtime rule changes, HR news…modern employers need information like this!

You should care about being timely and respectful to job applicants and interviewees for several reasons, not least of all being that it’s the polite thing to do. (After all, it’s how you’d want to be treated if the shoe was on the other foot, isn’t it?) Besides proper business etiquette, acknowledging job-seekers is important because:

  • It helps with your potential future talent pool. Someone might not be a right fit, or you might not have a need for his or her skill set at the moment, but perhaps later on that person might be perfect for your team. Or, the candidate might be connected with some other really incredible prospective talent, in which case you want them to speak well of their experience with your company.
  • It’s good for your company brand. When you treat applicants and interviewees with the same respect you would a potential customer, they will be left with a good impression of your business. They will share that impression with others, some of whom may actually be your clients, or your future clients. “Remember that your hiring and recruiting protocols are also marketing tools,” says myHR Partner President Tina Hamilton, PHR. “Everyone knows of at least one or two infamous organizations that they avoid like the plague because of the terrible stories they have heard or read. Don’t let your business be that organization.”
  • It sets you apart from the rest in the eyes of the talent to whom you make an offer. A class act leaves a good impression with a potential new hire that makes them favor your company over another that might also give them an offer. You’d be surprised how important having a “good feeling” about a business can be, so be on your best behavior throughout the hiring process.
  • It helps prove your company is authentic. Lots of companies can brag that they care about their people, but if they don’t have a hiring process that treats job applicants with dignity, then all that hype can feel very phony. And who likes a phony? From the Forbes article:

It’s easy to care about customers who pay you. Can you also show your human side to your teammates and the folks who respond to your recruiting efforts and job ads — the people who pay you not in dollars but with their ideas, enthusiasm and hard work? If not, there’s a big disconnect between your stated company values and your company’s real-life words and actions.

At the end of the day, if your business can jump to respond to every tweet and online review, it should try to do the same for interested job-seekers. Yes, we are all busy. We get that. But it’s still important to let applicants know when they should expect to hear from you next. Sending quick emails in a timely fashion goes a long way in protecting your company’s reputation too. And a simple, automated and polite acknowledgement that you received an application can set your business apart from all the other companies out there that aren’t even bothering to do that much. Try it, and you’ll see that treating people like…well…people can do a lot good for your business.

Use better hiring practices, get better results

Don’t wait for the next we-needed-it-filled-yesterday position to open up at your company before you improve your hiring practices. The time to do it is now. You’d love to do it, you say, but you’re team has no time? Outsource the process with our hiring management services. Our fees are based only on the work we do, never on a per-hire basis, so your company’s best long-term interests are always our focus. myHR Partner also offers myHR DirectLink to help you support those great hires by implementing our award winning outsourced human resources services.

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