I recently received a Thank You card from a candidate I placed. Starting off the day with a handwritten thank you not only felt rewarding, but also made me realize the importance of candidate experience and the role it can play. Holding that card, I felt a sense of appreciation and pride for my work; I made a tangible difference in someone’s life!
In the last year and half I have placed hundreds of candidates for a client whose main focus is volume hiring. As a recruiter, I try to provide every candidate with a positive experience but this begs the question: what was so special about this particular candidate’s experience that made her feel inclined to send me a thank you card? I think it boils down to three important points that every recruiter should be practicing:
1. Know your candidate
In my case, this candidate reached out to me because she knew we were hiring. She didn’t have a particular position in mind but I listened to her. We discussed her credentials, experience and goals. By simply listening, I was able to understand her situation clearer and could provide guidance and opportunities she never previously considered an option.
2. Know the job and opportunities available at the company
As a recruiter, it is my job to understand the company I am working for and the roles we have available. Throughout my discussion with the candidate, I was able to connect her experience to a role that not only applied to her current skills but that would push her towards the career path she ultimately wanted.
3. Have open communication with your hiring manager
Communication and trust between a recruiter and hiring manager is just as important as the relationship with a candidate. In this instance, the role I suggested wasn’t an active role – but knowing the company, I predicted it would be soon so I sent her resume anyway. The hiring manager trusts that I have done my due diligence on the candidate and agreed to meet with her. They connected immediately and we were able to offer a position to her right away.
Now it’s not every day that you find a candidate who understands the opportunity and fits the culture of the company you’re hiring for. But, when you do find that candidate, you make sure you understand their needs, match them with the right opportunity, and go to bat for them with the hiring manager. Recruiting should be more than making the number of hires; it should be about connecting candidates to opportunities where they will flourish and make an impact on the company.