Employment candidates from all disciplines and levels indicate that all too frequently they are not treated well in the selection process.  Keeping candidates waiting, showing rude behavior, saying inappropriate things in the interview, and not communicating after an interview are common occurances.

What many employers fail to realize is that to the candidates, how they are treated in the recruitment process is an indicator of how they will be treated as an employee. And the better ones will pass up offers with companies who do not reflect their standards of professionalism.

Smart companies are realizing that to attract the talent they want, they will need to train their hiring managers not just in hiring legalities and effective interviewing techniques. They also need to train them in the importance of courtesy, communication, and public relations / company image in the selection process.

Here are some aspects that need to be considered and communicated to all who are a part of the hiring process for their company:

1. Candidates start evaluating you as an employer as soon as they send their resume. Did the resume go into the proverbial “black hole?” Or did the candidate get an acknowledgement from the company? That small but important gesture goes along way in making a positive first impression.
2. Is the initial point of contact for screening someone who projects a positive image for the company? Some organizations outsource initial phone screenings, but do not pay attention to the way the company is represented to the candidate.
3. When invited for interview, is the candidate given an agenda with the names and titles of the people he or she will meet? Is the candidate given clear directions on how to get there, or, if travel arrangements are required, are they taken care of by the company, communicated and reimbursed properly?
4. If a pre-employment assessment is required, is the candidate informed about it in advance? A candidate was taken off guard when he was invited for an “interview”, and when he arrived was taken to a room, given a grueling four hour battery of pre-employment tests, and then sent home.
5. During the interview visit is the candidate made to feel welcomed? Does the interviewer present a one-way interrogation, or provide a balanced forum for discussion? Does the hiring manager do his or her best to “sell” the candidate on the benefits and advantages of working for the company?
6. After the interview, does someone from the company keep track of the time that is passing and communicate appropriately to the candidates to keep them “warm”? Candidates have told of weeks and sometime months passing without any communication from the company they interviewed with.
7. Is the candidate of choice given ample opportunity to decide if he or she will accept the employment offer? If the candidate asks for another interview to get all of their information and questions answered, does the employer honor the request?
8. Are candidates who are not of interest notified promptly so that they can pursue other opportunities? Even in the face of rejection, a candidate who was not selected can speak favorably about a company as long as they were treated fairly and well in the process.