5 Etiquette Musts For Hiring Managers

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Have hiring managers become too comfortable with the recessionary advantage of a large hiring pool?

We all read and hear about job candidate etiquette and the do’s and don’ts of applying, cover letter submission, interviewing protocol, thank you letters, follow up calls, and so on. What about the etiquette of the hiring managers?

First Impressions are not just about the candidate.

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5 Etiquette Musts For Hiring Managers

  1. 1. For Hiring Managers Wri$en  By:  Tracy  L.  Lube  
  2. 2. 1.  Job  Pos7ng   No   Boilerplates   Be  Specific   Accurate   Descrip7on   Time   Requirements   Phone/Email   Contact  
  3. 3.   Include  a  deadline  date  for  the  hiring  process,  so  that  candidates  are  not  kept  guessing.     If  using  an  auto  response  for  the  applica7on,  state  a  specific  7meframe  the  candidate   should  or  shouldn’t  expect  to  hear  back.     Be  apprecia7ve  of  the  candidates  7me.     Respond  in  a  7mely  manner,  not  weeks  or  months  later.  
  4. 4. Organized   •  En7re   process   should  be   organized   and  well   thought  out.   Plan   •  Plan  out  your   pre  qualifiers   to  find  the   “style”   candidate  to   fit  what  is   being  sought.   Pre-­‐ Qualifica7ons   •  Provide  any   pre-­‐qualifiers   before  the  in   person   interview.  
  5. 5.   Do  not  make  last  minute   interview  schedule  changes.       The  interviewer  should  not   be  late.       Avoid  cliché  ques7ons,  they   are  not  necessary  with  an   experienced  veteran.       Remember  the  candidate  is   assessing  the  hiring  manager   and  company  as  well.       Be  direct  and  ask  relevant   ques7ons.    
  6. 6. A  hiring  manager  will  interview  4-­‐6   applicants  on  average.  Send  personal   feedback  to  these  applicants.     •  Be  honest     •  Be  construc7ve     •  Provide  a  posi7ve  rejec7on  le$er     Not  only  will  this  send  a  clear  message,  it   shows  mutual  respect,  professionalism,   and  how  the  company  conducts   business.     In  addi7on,  send  an  automated  email  to   all  the  other  applicants  that  a  hiring   decision  has  been  made  and  show   apprecia7on  for  their  7me.     There  is  no  reason  this  process  cannot  be   automated.     IT  WILL  LEAVE  A  POSITIVE     LASTING  IMPRESSION!    
  7. 7. CANDIDATES  PERFORM  THEIR  OWN  ASSESSMENT  of  an  organiza7on  based  on   culture  and  values,  the  role  they  will  be  performing,  treatment  through  out  the   process,  and  mutual  respect.  Here  is  where  companies  may  fail  to  recognize  the   fallout  of  their  ac7ons  or  lack  of  ac7ons:   1.  Candidates  can  provide  nega7ve  feedback  on  places  such  as  Glassdoor.com,  leveraging   the  influence  of  social  media.       2.  Opinions  travel  at  high  speed  in  today’s  technological  world  and  may  have  a  damaging   effect  on  the  overall  percep7on  of  the  company.     3.  The  candidates  rejected  may  end  up  working  for  a  compe7tor,  a  vendor,  or  with  a   company  you  rely  on  and  have  developed  a  partnership  with,  it  is  a  small  world.   4.  A  candidate  may  reject  an  offer  based  on  their  assessment  of  you  and  the     en7re  process,  especially  a  highly  qualified  candidate  that  most  likely     will  have  mul7ple  offers.                                              YOU  HAVE  JUST  BEEN  TKO’D                      
  8. 8. Common  prac7ce  will  pay  off  in  the  long  run.  U7lize   the  recrui7ng  process  as  an  opportunity  to  increase  a   posi7ve  brand  and  build  future  rela7ons,  possibly  as  a   customer  or  even  a  partner  in  the  future.     Provide  the  same   e7que$e  as  expected   from  the  candidate,     aeer  all  it  is  a  two  way   street.     Image  from  mo7fake.com  

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