Anyone who has spent a reasonable amount of time in the HR/recruiting industry invariably will have been on the wrong end of candidate opting out of an application process. There are of course a multitude of reasons why this might happen, a lot of which are outside of our control, but sadly in a large amount of cases, accountability rests on the shoulders of the agent/HR pro and in a lot of cases this can have significant ramifications. For example, in agency-land the client can quickly lose faith in an agent’s ability to close the recruitment loop. In internal talent acquisition you will be held accountable for the cost associated with the time spent resulting in a no-hire etc. Not to mention the pounding your reputation could take from the candidate or client perspective if it a regular occurrence. Sadly in HR and recruitment the candidate opt-out is an evil that will always play a part in our role but if we ensure adequate focus on the quality of our communication and efficiency of our processes, the risk will be largely minimized. It’s not rocket science by any means, but it’s good to not lose sight of the basics as our experience grows.
Clarity is King: Grey areas are the mortal enemy of any recruiter. When talking to a candidate, the more details that go undiscussed or the more inaccurate the information you give the applicant, the higher the no-hire’o’meter will rise. When talking to a candidate, if you get the impression that any details you’ve divulged about the remit, remuneration package, location or pertinent skills managed to raise the candidate’s eyebrows and perhaps caused un-easiness, DRILL DOWN!. Don’t be happy with getting a half-hearted approval to flick a CV to a client/hiring manager. Ultimately all you will be doing is facilitating the beginning of a fact finding mission for the candidate (which they will opt out of as soon as any facts they don’t like arise) as opposed to offering up all the facts and ascertaining that they are your/clients next superstar. Yes, your CV submittal rate will be higher but your conversion rate will stink.
Recruit in a timely manner, without lacking substance. Anyone who has read my previous blog post (Why the long……process) will know my thoughts on drawn out, lengthy recruitment processes. IMO, if a recruiter or HR pro must ask a candidate to go through a 6 stage process in order for them to ascertain suitability, or if they lack the ability to consult properly with their clients/hiring managers around why this is not needed, then there is some serious training required. Personally, I’m a fan of a robust phone screening process followed by a panel interview or a well put together 2 stage interview process. Keeping in mind the candidate experience, neither option would be arduous but will give more than adequate time to ensure a full screening process.
As I said, by no means rocket science but I’d suggest just keeping these two things in mind will largely contribute to overall recruitment success rate and conversion ratios.