If a reputation falls in the woods and no one is there to hear it, it still falls.
There is no denying the fact that for a while now, recruiters have been viewed in a bad light, what with all the negative experiences many job candidates have had when dealing with some of them. It’s true that not all recruiters are the same, with a large number of them working on maintaining a positive recruitment reputation. However, the fact remains that a few bad experiences can still impact the industry as a whole.
Candidates are talking. Are you listening?
You know candidates are talking. Just Google “recruiters reputation” and you will immediately find a lot of content and reviews about recruiters being “bad people” or “hated by candidates.” Job seekers are leaving negative feedback online about their experience, but employers and recruiters are ignoring it.
A recent survey shows that 96% of companies believe employer brand and reputation can positively or negatively impact revenue, yet only 44% of these companies monitor that impact. If you want to see how your brand is perceived by candidates, at the very least, search your company’s name online and see what crops up. Once you know what candidates are saying about your brand, it will likely inspire you to respond and improve your recruitment reputation.
Why should you care about getting feedback?
You stand to gain a tremendous amount of customer loyalty and new business from asking, listening, and responding to candidate feedback. Creating a Google Alert for your business, or better yet, a survey, allows you to engage with those candidates who care enough to share a less than optimal experience. With the growing reliance of internet users on online reviews, it only makes sense that you make an effort to make sure that your company maintains a good and reliable recruitment reputation. Statistics also show that 9 out of 10 candidates would apply for a job from an actively maintained brand.
According to a Glassdoor survey, 62% of their users agree that a candidate’s perception of a company improves after seeing an employer respond to a review. If you can react quickly and meaningfully to one of those candidates, you can convert them to an enthusiastically loyal candidate. Responding effectively to candidates is part of our path to recruiter GREATness and your success. People speak up because they want to be heard. When you validate them by listening and responding, you move beyond a transactional relationship to a personal connection.
Apart from responding to online reviews, you can also use negative feedback to enhance your recruitment performance. Think about it this way: if no one pointed out the flaws in your approach, would you have had any other form of figuring it out on your own? This adage may be old and cliché, but the fact remains that “knowledge is power.” Knowing what you are up against can help you prepare and improve your chances of winning against the odds.
Improve your recruitment reputation now.
You can fix what you do know. By knowing what problems are occurring within your recruitment process, you will have the opportunity to change it and implement a better strategy. Great Recruiters is a platform designed precisely for this purpose – to get the comments that will improve your practices and the candidate experience and create lasting connections between candidates and recruiters.
If you are among the employers and recruiters who are still not listening to your candidates’ experiences and reactions, then it’s time to wake up and control your own narrative.
If you want to learn how Great Recruiters can help improve your recruitment reputation, schedule a demo now.