Better Communication Benefits Everyone

[Joywtseo421]

These are all real situations that I have encountered in the last quarter. In all of these cases, the question of whether or not the candidate was capable or qualified never even came up because communication between the applicant and employer was so flawed. Messaging, timing and delivery on both sides did not match what the other expected, and in every case, it turned out poorly for one party.

In the first case, the job seeker had every right to expect an electronic response regarding the status of his applications. The responses he received, by and large, did not align with his initial expectations of the companies. Because of his assumption that recruiters and HR pros would respond with some sense of urgency, he decided to go with one company over the others.

In the example of the woman who dropped by, her mistake was assuming that her paraguay phone number library eagerness would be read as a positive, instead of as an intrusion on an already busy day. In this case, she did not get the job because she didn’t tailor her message properly, nor did she pay attention to her timing or delivery.

In our final example, a lack of preparation on the company’s part brings out the worst in an otherwise capable candidate. He was interviewed, so he must have some of the desired qualities. However, in his persistence beyond the reasonable or comfortable, his resume immediately went from the desk to the wastebasket in the company’s search for an executive with a sense of boundaries. Both parties failed in their attempts to communicate.

So how can you avoid situations like the above? Focus on more than the message.

In each situation, we can see where the recruiter or HR professional was at fault, but we also see places where the job seeker or candidate could have prepped their message better. When crafting your message as a job seeker, think about how you want others to perceive it. Once you’ve done that, pay careful attention to previous interactions with the recruiter or candidate.

As for recruiters, if your company does business on social channels, you’re obligated to respond there as well. If you accept resumes via email, you are required to respond via email. Think about when you communicate with candidates too. If you demand 45 minutes to get through your tedious online application, you must give at least that much time to candidates who put in the effort.