Let's face it, rejection sucks. Especially when you have to give bad news to job candidates who didn't get the job they wanted. In this #HRAgainstLame episode, Sourcing Goddess Angie Verros is back to share her tips and tricks for sending candidate rejections.
In this video you will learn:
Elena: Welcome back, everyone, to the series of episodes with our Greek goddess of sourcing, Angie Verros. Today we're going to talk about rejection, and rejection sucks, particularly when it comes to giving bad news to candidates who didn't get that job. What's that like for you, Ang?
Angie: It sucks
AV: I never call a candidate once they've been rejected to tell them why. No, I'm just joking.
EV: Oh, then this episode, we gotta hit pause.
AV: Some recruiters, I think, are afraid to call the candidate to let them know that they are rejected because they don't have that why from the hiring manager, so typically what happens is they go dark, and then the candidate not only doesn't know whether they got the position or not, but they just walk away from an experience.
How to keep lines of communication open with the candidate?
AV: What I would do is I'd pick up the phone and I would say, "Okay, this is the worst part of my job, and it's calling to let you know that unfortunately we've decided to go with someone else." I think to ease that, because I had a relationship with the candidate, I would let them know why, and it's hard to get the why sometimes from the hiring managers, but if you let them know why and be, again, going back to the human touch, be human about it and relate to them, I think it makes them feel better, too.
EV: So my question would be, a recruiter who says, "Either one, I don't have time for that because I've talked to who knows how many candidates, but second it's super difficult for me to get that information from the hiring manager who's also busy." What’s your response to that?
AV: I mean, there's a few ways that I think you can go about it, and everybody's busy, so I think that the excuse of, "I'm too busy to reject a candidate," I don't go for that. If you involve your hiring managers in your process from the very beginning, and let them know, "This is how we're going to work, right. I'm going to find you the candidates, I'm going to schedule your interviews, I'm going to do all of that, but I need something in return from you."
After getting them to understand, what's the next best thing?
AV: I think it's very important to have an open line of communication with the candidate, even if they didn't get the job, right, because you can add them to your pipeline for a future opportunity.
So maybe they fell short for this particular role, but they could very well fit another role in the future. Then again, you don't know who they know. They can definitely send some people over to fill your current jobs.
EV: That's right, so when you can master the art of rejection. It's a going through that discomfort that could really potentially yield you even more referrals, or just keep a great line of communication with that candidate open who could be right for your job six months from now or a year from now.
AV: I mean nobody likes rejection, right? Nobody likes to receive it, nobody likes to deliver it, but it's part of the job.
EV: You're right. Well, thank you so much, Angie, so let's master our fear of rejection here, and hope we provided you some great tips. All right. See you later, guys.
In this Film Your Own video tutorial, Abby walks through some tips and tricks to taking b-roll to give your job or company culture video some visual pop! But what exactly is b-roll? B-roll is shot around a workplace or company that helps brings companies and jobs to life. It's the people, places, things, faces, and actions that are heard around your workplace.
In this video you will learn:
Curious about the Film Your Own job video process? Learn more about our Film Your Own app!
As a recruiter or a sourcer, do you ever wonder about ways to get qualified candidates to respond to your messages? Greek Goddess of Sourcing, Angie Verros shares her tips and tricks in order to get started.
Elena Valentine: Hello everyone, and welcome to what will be an amazing series of #HRAgainstLame episodes, with our one and only Greek Goddess of Sourcing, Miss Angie Verros. Miss Angie, why don't you tell everyone what you do, and what you're passionate about.
Angie Verros: My name is Angie Verros, and I have been in the recruiting world for about 12 years. I'm passionate about everything recruitment, from social recruiting, to candidate experience, how to find those hard to find candidates. That's me.
EV: We're here today because you've faced, as a sourcer yourself getting candidates to respond. Let's talk about both the challenges of sourcing, and getting candidates to respond. Let's go into some of the tips and tricks you've used in your work.
Tip #1: Personalize Your Message
AV: You have to personalize. You're out there looking to find some people. You want to personalize the message that you're going to send out. Whether it's an email, an InMail, a direct message on Facebook or Twitter, you want to make sure that it's personalized to the candidate.
For example, "I see that you play the guitar. We're looking to add a guitar player to our team." Things like that, as opposed to, "I have a really great job opportunity."
Tip #2: Keep it Entertaining
AV: I think you got to keep it entertaining. Right? You got to make it fun. Tell a joke. Make it fun. Don't just make it be about just the job. Find something interesting to talk about.
EV: How might you find out about something that could hook that candidate?
AV: You can go to Twitter. You can go to Facebook. A simple, Google, if you know the candidate's name. It'll take you to some other places, then having a phone call. Having a conversation with the candidate. Once you get that point, you just ask. You know? Ask them what they like to do outside of work.
Tip #3: Keep it Real
AV: Be transparent about the whole process. Let them know that this process could take a little bit longer due to travel schedules or whatever the case may be. I know that there's so many tools out there, and so much technology. When I say keep it real, be human about it. Be yourself. I think candidates appreciate that a lot more than just a blanket email.
I think the outcome is a relationship, perhaps a friendship. I say this all the time. The first person that I placed 12 years ago, in an agency, is actually a good friend of mine, and will send referrals to me, or when she's looking for something.
I've talked to other people who their first candidates that they placed are now CEO's at companies. Keeping it real, keeping it authentic, which is real. I think the outcome is so much better when you're human about it.
EV: Awesome. Well, that's all we've got for this episode. Watch out for more Greek Goddess goodness in upcoming episodes. Talk to you soon.
If you have any tips or tricks you'd like to share, comment in the comment section below!
Guest Blogger | Tierney Farrell
You just scored a super cool Job Video from Skill Scout, so now what? Here are five ways my team and I used our Job Video to boost our search for talent. These are simple, inexpensive methods you too can use to get your Job Video in front of skilled candidates resulting in amazing hires!
What could be cooler than having one or two Job Videos playing on your sleek table cloth, surrounded by informative literature, maybe a few industry specific items, and (okay) a few branded pens? Nothing! I love standing next to my table while my Job Videos catch the eyes of folks passing by, curiously watching my job descriptions in motion. It’s an awesome talking point, a perfect way to demonstrate company culture in a few brief moments, and a fabulous introduction to members of the current team. A must have for your recruiting kit.
Tierney Farrell is a Human Resources professional specializing in employer branding and recruiting. She's on a mission to keep "the human" in Human Resources. Wanna chat about HR? Connect with Tierney on LinkedIn.
"Employer branding should first off be a living, breathing, evolving thing that includes all of your employees."
That's how Kristy Nittskoff from TalentSavvy puts it.
But how do you actually put some thought into activating your employer brand?
Well that's where employment branding guru Kristy comes in. She joined Elena in our #HRAgainstLame episode to show off some tips and tricks on how to activate employer branding strategies and more including:
What are some other ways you have activated your employer brand?
Check out our other #HRAgainstLame videos and never miss a new episode!
Elena and Abby bring you innovative stories from the workplace.