We had a meeting about this at our company Friday. Our internal talent acquisition team has responded and come up with a revamped program for communicating with applicants from start to finish. We addressed these two issues:
Communicate better with applicants
Communicate better with applicants who fall out of contention
How about a policy for communicating with applicants about updates when clients are still in the process?
We believe that it is showing common decency and respect for the applicant's time and effort in applying for the position.
We believe that we are in a much smaller world now more than ever, with online accessibility at an all-time high. So it is important to focus on our recruitment brand in the minds of all applicants, not just the ones that are hired.
We challenge all other recruiters (whether internally or 3rd party) to adopt some sort of policy on communication and be accountable to each other and our applicants.
How do you feel about these policies, are we on the right track?
#recruitmentprocessenhancement #hrmaximizer
Rollis Fontenot IIIPresident and Business Development Executive for Ascend HR Corp. Rollis recruited healthcare clinicians, professionals, managers and executives since 2004. Some examples titles include: CEO, Director, Nurse Manager, RN, nurse practitioner, physician, physician assistant and more. Rollis has also recruited many other functions within healthcare as well as escrow officers and assistants within the title insurance industry.
Ascend HR Corp offers recruitment services on a monthly subscription. We specialize in recruitment process enhancement from finding qualified and interested candidates all the way to full life-cycle recruitment for our clients. We specialize in fixing the most difficult recruitment issues/challenges. No problem is too large. We can help turn around the results of any recruitment department that wants to improve. Please download a sample of Rollis' book "Winning the Talent Acquisition Game with Recruitment Process Enhancement"
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