Last week, a group of recruiters and I were talking about some of the things we do to help our candidates make it through the interview process. We discussed tips, resume restructuring, and coaching. Some of us had success stories about how their tips helped a candidate land an offer. But I asked them: what about the candidates that didn’t make it through the interview process? What about the candidates that weren’t a fit from the start? Are we doing anything to help those candidates?
Maybe I’m overly empathetic, but I really identify with the job seekers and their daily struggles to find work. I’ve been the underemployed before. I’ve been unemployed. I’ve also been the employee that felt like my abilities were not being recognized or utilized for the benefit of the company. And even though I’ve been involved in Human Resources and talent acquisition, that advantage didn’t always help me when it came to securing my next job. Even with the knowledge of knowing what recruiters and hiring managers looked for, I still struggled. If I struggled, I can only imagine what it is like for people who don’t understand the recruitment processes or tricks of the trade.
As a recruiter or talent acquisition specialist, have you ever spoken to a candidate that you knew wasn’t going to be a fit for your job opening? Or have you talked to a candidate that had potential but needed some extra guidance? In those instances, what did you do? Did you simply send a rejection letter or pass them through the hiring process knowing that they might be rejected due to the areas that needed coaching? Or did you act like a consultant? Did you go above the call of duty and make it your job to help the candidate be employable and attractive to other employers even though you couldn’t offer a job?
I know that not all recruiters have time to do this. We’re overwhelmed and most of the time we don’t even have a second to breathe. But I often try to help out candidates as much as I can. I’ll give them tips on their resume, let them know what recruiters look for, coach them on their interviewing skills, tell them how to be easily found by recruiters, and so on. Most importantly, I let them know that they are always welcome to call me or email me if they need help or have questions. That extra time and effort feels rewarding especially when you hear the appreciation in the job seeker’s voice. I love it when I get emails and calls down the line from these individuals asking me for advice or when they let me know that they landed a job because of the tips I provided.
I remember wishing that someone saw the potential in me when I was a job seeker. I hoped that employers could see my passion and hear the conviction in my voice when I told them that I wanted to do great things for their company. Eventually, a company saw that and took a chance on me. Now, I want to be the person that returns that favor, even if I can’t initially provide a job to these candidates who honestly want a future for themselves. Maybe my assistance will help them get the interview they needed so they can sit in front of that specific manager who will see their intentions and give them a chance.
It shouldn’t just be about YOUR job opening that you need to fill. It should be about helping people get back to work. People have unnecessarily suffered the situations caused by the changes in the workforce. What are we doing to help them adjust?