Please, Please, Please! Don’t Be A ‘Cut & Paste’ Recruiter!

This post is likely to get a whole heap of abuse from disgruntled candidates, but I need to shine a light on one of the biggest sins of the recruitment industry:

“Cut & Paste” Recruiting….

In the hunt for efficiency and ever-higher billing, some recruiters forget that real people are on the end of that standardized email or automated rejection letter. 

Yes, there might be ten rejection letters to send, but why not add a piece of feedback in each one? It is one extra question to the hiring manager, but it shows both the hiring manager and the candidate that you care. 50% of recruiters won’t include this personal touch in a “rejection” email and even fewer will discuss the reasons over the phone.

There is nothing more demoralizing for a candidate than receiving one of these automated responses. Recruiters, who seemed so affable when they thought that a candidate might have a chance of securing the role, suddenly seem unresponsive and distant once a candidate has been rejected. This is not always because they don’t care, it is merely that the “cut & paste” system in which they work doesn’t give them the leeway to show that they do actually care.

This needs to change. 

Recruiters are trained to meet the minimum accepted standards of candidate care, but with Social Media bringing candidates ever closer to the recruiters, there are ever more opportunities to add a more personal touch. Companies should be encouraging their recruiters to add some individuality to their candidate and client communications. They will reap the benefits if they do.

It is one thing blaming the ATS system for sending out “standard” emails, but it is another entirely also adopting a “cut & paste” attitude on LinkedIn. When a candidate gets in touch, it takes no time at all to look at their profile and drop them a personal note back.  When someone says they are looking, ask them what they are looking for, try to refer them to someone else if you can’t help, ask them how you can help. Rather than the typical “easy” response of “I’m sorry we don’t have any suitable roles at the moment”, maybe there is still a way that you can help?

It equally applies to when candidates call up for a chat with a recruiter. So many candidates call in the hope of an in-depth conversation only to hear the few words “sorry, haven’t got anything suitable for you.” How can the recruiter be certain that there is nothing suitable if they don’t get to know the candidate? Nothing is ever so cut and dried.

Something that is standardized cannot by definition be personalized. Relying on the same email, phone, and social media responses sends out just one message:

You don’t care.

Now, I am sure that this isn’t the case. Only “Cut & Paste” recruiters would say that.

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Steffan Gooch
steffan@thesocialsourcery.biz

After spending 7 years as a recruiter, Steffan founded The Social Sourcery in 2014 and now works with recruitment agencies on their digital strategies. Passionate about the evolution of the recruitment industry, he is a firm believer that the future lies in inbound recruiting!



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