LinkedIn nowadays is like a high school reunion; everyone is busy showing off their best selves.
I remember when my inbox was flooded with 1253 sales emails from recruitment agencies, each attempting to sell their candidates. Now, the number remains the same, but the content has shifted to training offers on how to sell my services on LinkedIn. Oh, the irony. Where were these sales experts when their peers needed them?
This shift toward a more surface-level focus on LinkedIn leads us naturally to similar problems in the recruitment industry. I have always said that recruitment goes hand in hand with sales and marketing. You can’t be, in my opinion, a great recruiter if you are not a storyteller, understand the importance of targeting the appropriate audience, and manage the flow of your process properly.
With this being said, I will not go on ChatGPT to add additional lines to my article, and I will jump into the topic. Here’s what I consider to be major no nos when setting a recruitment process:
The Black Hole Syndrome:
2024 called, and it wants to know why you haven’t automated your application process yet. If you still think automation is a trend, at least take time to type out a response and confirm that the application went through.
Ghosting applicants is so last season.
Not telling candidates they didn’t make the cut? That’s just rude. Let’s not make professional courtesy an endangered species.
Feedback Hush
Ignoring candidate feedback requests? Really? If someone is invested enough to ask how they did, the least you can do is give them something to work with. It’s not just polite; it’s constructive.
Fishing for Attention:
Posting job ads for non-existent roles to boost your ego or traffic. Oh, please. You won’t need to bait and switch if your company is that great.
Remember Pinocchio?
Stop with the “we’ve reviewed your application thoroughly” if all you did was let software skim their resume. Honesty is still the best policy, especially if you add it to your values on the list. How can a candidate believe their application was carefully considered if they receive a generic rejection email – one they’ve likely seen from other companies before – that makes this claim? Let’s be clear and honest about our processes. Want to be a real MVP? I will say once again: Start by providing straightforward, helpful feedback. This approach is a game-changer; it naturally enhances your reputation and builds trust.
Have you encountered these practices in your experience or spotted any other no nos?
Or maybe you identify any of the above in your recruitment process? If so, it’s time to chat. I’m here to help fix these slip-ups, and who knows, maybe we’ll find more to improve together.