Comments on: Customer Service: Key to Successful Recruiting http://www.ere.net/2008/02/01/customer-service-key-to-successful-recruiting/ Recruiting intelligence. Recruiting community. Tue, 02 Dec 2008 02:04:18 +0000 http://wordpress.org/?v=2.6.3 By: Abhinav Mishra http://www.ere.net/2008/02/01/customer-service-key-to-successful-recruiting/#comment-4844 Abhinav Mishra Sun, 16 Mar 2008 08:54:00 +0000 http://www.ere.net/2008/02/01/customer-service-key-to-successful-recruiting/#comment-4844 Its a very well articulated description on recruiting in the article from Kevin Wheeler, Its always nice to refresh the things in a new and easy manner, though these tips are quiet known & common to many recruiters, but how often we use them, makes all the difference, Its very powerful and effective, and i would say that in current scenario where e-recruiting is a defining sourcing medium, this three tips can change the results in a quality manner. This editorial would have attracted many recruiters and focused the light definitely on the way job descriptions are been written these days & how we can improve & attract the number of quality candidates through just refining our style of writing job-descriptions in our e-ads. Also the tips provided by writer on technology usage and on managing relationship for best refferals are really impresive. Recpro http://recpro-abhinav.blogspot.com/ Its a very well articulated description on recruiting in the article from Kevin Wheeler,
Its always nice to refresh the things in a new and easy manner, though these tips are quiet known & common to many recruiters,
but how often we use them, makes all the difference,
Its very powerful and effective, and i would say that in current scenario where e-recruiting is a defining sourcing medium, this three tips can change the results in a quality manner.

This editorial would have attracted many recruiters and focused the light definitely on the way job descriptions are been written these days & how we can improve & attract the number of quality candidates through just refining our style of writing job-descriptions in our e-ads.
Also the tips provided by writer on technology usage and on managing relationship for best refferals are really impresive.

Recpro
http://recpro-abhinav.blogspot.com/

]]> By: Jessica Miller-Merrell http://www.ere.net/2008/02/01/customer-service-key-to-successful-recruiting/#comment-4843 Jessica Miller-Merrell Sun, 10 Feb 2008 06:19:00 +0000 http://www.ere.net/2008/02/01/customer-service-key-to-successful-recruiting/#comment-4843 I am a firm believer in this approach. Yes, it takes work but networking is not a two day process. Relationships and reputations take years to develop. Most anyone can learn to spam candidates. Not everyone knows how to develop meaningful long-term relationships that provide mututal benefit. Part of relationships and reputations is about customer service. An old retail rule says that a bad retail experience results in that person telling 5 people and 5 people telling 5 more. I think this applies to recruiting as well. I am a firm believer in this approach. Yes, it takes work but networking is not a two day process. Relationships and reputations take years to develop. Most anyone can learn to spam candidates. Not everyone knows how to develop meaningful long-term relationships that provide mututal benefit. Part of relationships and reputations is about customer service. An old retail rule says that a bad retail experience results in that person telling 5 people and 5 people telling 5 more. I think this applies to recruiting as well.

]]> By: Dennis Smith http://www.ere.net/2008/02/01/customer-service-key-to-successful-recruiting/#comment-4842 Dennis Smith Sat, 02 Feb 2008 01:10:00 +0000 http://www.ere.net/2008/02/01/customer-service-key-to-successful-recruiting/#comment-4842 Amen, Kevin. I love the quote by Anil Dash, 'Connect with the people you care about.' Recruiters who choose to continue recruiting without using the tools you mentioned (social networks, referrals, and f2f conversations), will fail to build critical relationships (connect) with those who are most important to them. Dennis Amen, Kevin.

I love the quote by Anil Dash,

‘Connect with the people you care about.’

Recruiters who choose to continue recruiting without using the tools you mentioned (social networks, referrals, and f2f conversations), will fail to build critical relationships (connect) with those who are most important to them.

Dennis

]]> By: Rachel Schneider http://www.ere.net/2008/02/01/customer-service-key-to-successful-recruiting/#comment-4841 Rachel Schneider Fri, 01 Feb 2008 09:29:00 +0000 http://www.ere.net/2008/02/01/customer-service-key-to-successful-recruiting/#comment-4841 The more you help people, the more they are likely to help you and, later, when they acquire skills that may be needed, likely to work at your firm. A simple email thanking people for their response and/or feedback as to why they were not selected can go a very long way in building a relationship. I cannot begin to tell you, when I was a 'hiring manager' the grateful responses I received from applicants who I had to turn down. The people were grateful for the negative response and thanked me, many even said that if something different opened up they would be delighted to be considered - because they assumed my generous treatment of them reflected the attitude of the company. Hence, reflecting that it was a pleasant, appreciative and great place to work. A few minutes of feedback can result in unlikely assistance later when needed! I agree that tailoring job descriptions to be more specific will help - although I found that most people skim and don't pay attention to detail anyway - a super reason to nicely turn down candidates. Posting a response that only qualified candidates will be contacted for further consideration within a certain timeframe can help also. So, if someone doesn't hear anything - then they do know that they 'didn't make the cut'. In today's environment and highly networked, open commentary world, a few minutes can help your marketing department achieve its branding and reputational goals. Kevin - right on target! Rachel The more you help people, the more they are likely to help you and, later, when they acquire skills that may be needed, likely to work at your firm.

A simple email thanking people for their response and/or feedback as to why they were not selected can go a very long way in building a relationship. I cannot begin to tell you, when I was a ‘hiring manager’ the grateful responses I received from applicants who I had to turn down. The people were grateful for the negative response and thanked me, many even said that if something different opened up they would be delighted to be considered - because they assumed my generous treatment of them reflected the attitude of the company. Hence, reflecting that it was a pleasant, appreciative and great place to work.

A few minutes of feedback can result in unlikely assistance later when needed!

I agree that tailoring job descriptions to be more specific will help - although I found that most people skim and don’t pay attention to detail anyway - a super reason to nicely turn down candidates.

Posting a response that only qualified candidates will be contacted for further consideration within a certain timeframe can help also. So, if someone doesn’t hear anything - then they do know that they ‘didn’t make the cut’.

In today’s environment and highly networked, open commentary world, a few minutes can help your marketing department achieve its branding and reputational goals. Kevin - right on target!

Rachel

]]> By: Frank Mulligan (China) http://www.ere.net/2008/02/01/customer-service-key-to-successful-recruiting/#comment-4840 Frank Mulligan (China) Thu, 31 Jan 2008 02:15:00 +0000 http://www.ere.net/2008/02/01/customer-service-key-to-successful-recruiting/#comment-4840 Kevin, I am fully on the page with you here. The War for Talent has made 3rd party recruiters lazy because there is so much easily available business. The Modus Operandi is 'Take the business while the good times last, damn the quality'. Internal HR is overwhelmed by candidates because of a tendency to rely on web hiring portals, which provide a high volume of inappropriate candidates. Of course they can't reply to everyone, how could anyone. This is admittedly a characterization but everyone needs to focus on the few candidates who actually fit the role. Customer service is everything and we will see who has it in the fallout this year. Frank Kevin,

I am fully on the page with you here. The War for Talent has made 3rd party recruiters lazy because there is so much easily available business. The Modus Operandi is ‘Take the business while the good times last, damn the quality’.

Internal HR is overwhelmed by candidates because of a tendency to rely on web hiring portals, which provide a high volume of inappropriate candidates. Of course they can’t reply to everyone, how could anyone.

This is admittedly a characterization but everyone needs to focus on the few candidates who actually fit the role. Customer service is everything and we will see who has it in the fallout this year.

Frank

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