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We all recognize that communication is vital in many areas of our lives. In business context it is often considered as the key to success of the company on many levels. It is important when considering team relations, relations between subordinates and team leader, among management, and on many other stages where human contact is involved. Lack of proper communication has often been the reason for misunderstandings, low effectiveness of work, broken relationships, hindered business development or even results in collapse of entrepreneurship. Yes, we all realize this, and admit its importance, but do we in fact enable effective communication?
When it comes to communication in recruitment context, one must acknowledge its significance in this field as well. There are many angles to discuss this matter, but let’s consider the two main perspectives in recruitment:
- communication between the candidate and recruiter
- communication between the recruiter and hiring management or the hiring client company
Communication between the candidate and recruiter
In this case, efficient communication at each step of the interview and recruitment process is crucial for both sides. In fact, both sides „dream” about open and continuous updates regarding next steps of the recruitment process. Candidates expect from the recruiter to be informed regularly so that they know, if they can engage further or rather they should concentrate on another open vacancy. On the other hand, recruiters also strive to give regular updates, however their ‚will’ sometimes is not put into practice. Many would say this is unprofessional, and probably stands from laziness, but is it entirely so? Do candidates realize that in most cases the decision process depends on the hiring team leaders, managers, Clients, often summarized as representing „business”. In some cases, the process is prolonged by companies choosing to interview as many candidates as possible. They opt for comparing potential candidates and meeting „new ones”. This makes the whole recruitment process longer and longer. As a result, this provokes dissatisfaction among candidates and eventually leads to withdrawal and unpleasant memories about long recruitment stages or lack of concrete information from the responsible recruiter.
Is there a solution for those cases? I believe this definitely should be a topic for consideration in many companies. Sometimes candidates do not feel respected enough and this contributes to negative image of a particular company, recruitment agency or internal HR department. Companies often require from recruiters to verify communication skills of candidates, but on the contrary they forget to show it from their side. We should all acknowledge that we sometimes forget to communicate effectively. Candidates expect to be regularly updated, however some of them also should admit that they as well forget to mention about their change of plans such as or accepting another job offer, sometimes they even ‚disappear” and do not respond to emails or phone calls. As a recruiter I sometimes meet candidates who tend to forget to update their situation. I had a recruitment case with a candidate who expressed interest in the role and after few rounds of the interviews stopped responding to calls and emails even though he was considered as a hire by the client. I encourage all candidates to share with recruiters their feelings on the recruitment process and their change of plans as it helps recruiters to act immediately, update the client and search for another position for the candidate. Additionally, feedback from candidates is very valuable, it helps us to identify candidates’ needs and offer better role in the future. So maybe we all should seek to understand each other and be proactive ourselves in successful communication?
Communication between the recruiter and hiring business unit/Client.
Clear and effective dialogue is essential for the recruiter to be able to do their job well. Thus, in this case a face-to-face meeting and deep conversation on the recruitment need will go a long way. Ideally, the recruiter should be given the opportunity to see the office, feel the work environment and talk to the current team. This will give a feeling of the culture and atmosphere in the particular company and allow recruiters to look for candidates who would suit in that environment. Ideally, the dialogue should continue with regular updates on the availability of candidates and feedback from both sides regarding each candidate in the process. Once the hiring manager makes a decision, it is essential to communicate more detailed feedback about the selected candidate(s) and the reasons the rest were not selected. In the best case scenario, recruiters are able to quickly find suitable candidates and this makes the whole process much smoother and thus enjoyable for all parts – companies, candidates and recruiters.
To conclude we all can aim at acting towards effective communication and it is always better to be proactive and show willingness for communication rather than complain that someone does not show it to us. Giving good example can help. It is “YOU” who can make a difference!
Writer: Monika Piasecka, Senior Recruitment Consultant