I recently discussed on Lensa the importance of empathy and compassion in the recruiting industry. The article emphasizes how empathy lays the foundation of trust from employees and has more value than interviewing and onboarding. I also highlight how recruiters can discourage a connection with candidates by lacking communication, being insensitive, having rigid processes, and responding untimely to candidate concerns. I provide some useful tools and strategies that recruiters can incorporate into their strategies to enhance their effectiveness and create a better candidate experience.
So, what are some potential consequences for recruiters when they lack empathy and compassion.
Well, they’re not getting fired or displaced directly. But they should know mistreatment, intended or not, will get around. If we’ve learned anything in the last few years, people are emboldened to tell the world. It’s not a recommended thing to do, but it’s considered especially where there are patterns. spread. If we’ve learned anything in the last few years, people are emboldened to tell the world. It’s not recommended, but it’s considered.
The best recruiters understand the job seeker experience and show it while they’re working with you.
Another potential consequence of lacking embassy compassion for a job candidate is not considering what they previously interviewed, and the hiring process doesn’t work out. Many of them have often been to several companies that asked for a lot of information, and they got no feedback, and you might be one of the first few coming in contact with. Does the recruiter reflect the company’s values regarding employees? That’s not a question you can answer, but it’s what the candidate will glean from. Your example matters with each touch point with the candidate.
You the candidate, and the recruiter, need to win each other over. Both face consequences, but it doesn’t have to be that way.
I don’t blame you for discontinuing your pursuit of a company based on a recruiter’s bad behavior or nonchalant attitude. They may say they’re being straightforward. While everyone appreciates servings of truth, how many sides of rudeness are too much?
Or, not one single call to be rejected?
Or not a callback.
Or, constantly fed indirect answers to direct questions.
There are two sides because recruiters are going to take up for the company. They will have a list, and they’re playing with house money (insert “IT DOESN’T MATTER” gif by The Rock).
Let me know your thoughts on the article.
About Mark Anthony Dyson
I am the "The Voice of Job Seekers!" I offer compassionate career and job search advice as I hack and re-imagine the job search process. You need to be "the prescription to an employer's job description." You must be solution-oriented and work in positions in companies where you are the remedy. Your job search must be a lifestyle, and your career must be in front of you constantly. You can no longer shed your aspirations at the change seasons. There are strengths you have that need constant use and development. Be sure you sign up to download my E-Book, "421 Modern Job Search Tips 2021!" You can find my career advice and work in media outlets such as Forbes, Inc., Fast Company, Harvard Business Review, Glassdoor, and many other outlets.