First Scene: 2010, 2 years after I joined IBM.
I got a call from a recruiter who was hiring for a fortune 100 company. The articulate lady called me to see if I will be interested in a role she has with her employer. The role sounded exciting, although we agreed it was not perfectly aligned because of my lack of experience, and after reading the JD, I shared my resume to be processed. We spoke 4-5 times over phone as we proceeded towards the first round of interview. I was invited to speak with one of their leaders, after a telephonic interview, and had a great conversation, but I got the feeling it will not move forward, which was not a surprise. None the less I got an opportunity to meet and interact with a leader, which was my takeaway.
As anxious as one can be, I waited for the formal revert from the recruiter. Weeks passed and I did not hear anything. I tried to reach her over phone to understand the next steps, if any, or get some feedback. However my calls were not replied to. After waiting for few days I sent her few emails to seek guidance/closure and I never got a response. I was not impressed as a simple closure email with a thank you would have worked.
It showed me how much this recruiter cared or bothered about candidate experience and professionalism which every organization strives for.
Cut to 2016.
Recently, one of my friends had an open position for a Senior Manager – Talent Acquisition and reached out to me if I had any references. I did pass on couple of them to him. My friend and I spoke after a week to see how is it going with his search and he mentioned that he has zeroed in on 3 candidates and wanted to check if I have any information on their profiles – we all know HR fraternity is very close knit.
The moment I heard the name of the lady, I knew who she was. Now you know what must have happened to her chances of bagging this juicy role of Senior Manager.
End of Story.
What do we learn from this story?
- Always close loop your business transactions – especially as a recruiter, it is your duty to revert to the candidate with information and feedback. It will save time for you as the candidates will not be reaching out to you over phone and email and will also build credibility and relations for you.
- Builds a reputation for your company – Every time I have a case study of bad recruitment, I share this story. I have kept the names away from this blog, but in those off-the-table talks, names come out and reputation takes a beating. TA Leaders should ensure their teams close loop with each candidate. The person may not be a fit right now but who knows about the future.
- Perception is the Key to Success – While you may be putting in super human effort but how others look at you is directly linked to how successful you become. So ensure small slip ups do not wash away the brilliant work you do.
Now pause for a second and read these 3 points again – hey hold true for all professionals. We know that leadership is all about compassion – we should learn to treat like we wish to be treated. So are you guilty of not treating others respectfully? Do share your thoughts with me.