The Recruiter's Guide to a Good Follow-up
With LinkedIn’s new desktop redesign and all the buzz it has caused in the recruitment world this week, now is the perfect time to talk about contacting candidates. The new update makes it twice as easy to find what (and who) you need for your priority requisitions. We hear plenty of stories about candidates “ghosting” recruiters, or not responding after messages were previously exchanged, but what about when the recruiter fails to follow up with a candidate?
As recruiters, we understand that we are always moving. From sourcing to onboarding, we have full plates. Keeping track of email, texts, voicemails, and LinkedIn messages becomes a job of its own. When you have an opening with multiple qualified candidates applying, it can be tough to follow each one through the process every step of the way.
This is where modern technology really works for us.
Recruitment software allows us instant access to personal information submitted by candidates. From initial email to onboarding, more advanced systems even let us see where we are in the process of contacting and recruiting the candidate. Talent Rover goes as far as having recruiters post to an applicant’s activity timeline in their 360-degree platform profile, allowing us to update contact attempts, messages, and notes from conversations. This feature gives recruiters a leg up when pursuing a candidate. The system gives us a background to build on and the details to discuss current and potential future positions with our applicant that may be of interest to them.
Pretty cool, right?
We can also keep track of applicants and their recruitment journey through the jobs they applied for. Talent Rover gives recruiters the option to go into the system and click on an open job they are hiring for to find candidates who have already submitted resumes. This way you never lose track of what applicant applied for which position. As good recruiters, we know that following up with the candidates who were not selected is equally as important as reaching out to the hiring manager’s final choices. With job-specific candidate lists, we can easily find the information of rejected applicants and let them know that we have filled the position, but also we would like to keep them in our network for other potential openings. This important contact keeps us from unintentionally ghosting our network and instead cultivating a professional relationship.
Most applicants aren’t aware that we do everything that happens behind the scenes during the whole application process. When we don’t get back to them or refresh ourselves on who they are, we are the only ones to blame.
Luckily it is 2017, and we have technology that helps us organize our candidate pool contacts.
Remember: There are no excuses when it comes to recruiter ghosting, only modern software and wise networking.