Do employers process or engage candidates? Matthew Mellor addresses the problem of employers not connecting personally with candidates in his article “Employers: it’s time to engage with your talent pool”. The tedious application processes, automated replies and newsletters that are far removed from personal interaction, are a few concerns that he feels show that employers aren’t engaging with their talent and are simply processing them in a routine system. Employer should, on the contrary, show that they care about their candidates and treat them as individuals, not as simple commodities to be consumed or thrown away.
According to Mellor despite all this incredible candidate information being collected, recruiters and employers aren’t actually doing much with it. They are definitely not engaging with the candidates in their talent pool in the right manner. Mellor therefore challenges recruiters by raising a whole bunch of pertinent questions, which are listed below.
• When did you last call a candidate to see where they are in their career development?
• Do you call candidates to explain why he or she didn’t make it to the second round, or do you just send them some sort of brief standard explanation?
• Do you send personalized, relevant and timely communication to candidates in your talent pool?
It might be time for recruiters to reassess their approach, if they are not interacting with candidates on a personal level. It cannot be overstated that a poor candidate experience will negatively affect an employer’s reputation. If a candidate takes the time to apply for a job and write a personalized letter explaining why he or she is the most suited person for the job, so too should the employer have the courtesy to communicate to that individual on a personal level.
Mellor, Matthew (2013). Employers: it’s time to engage with your talent pool. Firebrand. [Online] Available from: http://blog.firebrandtalent.com/2013/09/employers-its-time-to-engage-with-your-talent-pool/ [Accessed on: 11 November 2013]