Are You Ghosting Your Applicants?

Ghosting in HR

I’m finding that job candidates are getting ghosted by employers. To me this is unacceptable. At the minimum employers should send the standard email explaining that due to the high volume of applicants not all candidates will be contacted. We thank you for your interest in our company.

This is an appropriate email after someone has chosen to work for you.

Phone Interview Etiquette

If you have done a phone screen on the applicant and you know from their responses, they won’t be moving on to the next round of interviews. At the minimum, human resources should send a rejection email thanking them for their time. You don’t want to explain in too much detail why a candidate didn’t make it to the next round but you should give them the courtesy of a response.

In-Person Interview Etiquette

If you have performed a phone screen and brought the candidate in for an interview with the team, and you aren’t going to be moving the applicant further, call them and let them know in person. If they don’t answer the phone leave a voice mail and be sure to thank them for applying and wish them luck in their search.

The most important thing to contact them. We, as employers, should not be so arrogant to think that this employee is desperate to work for us but they have a choice. We should be grateful they wanted to apply. Ultimately without applicants and candidates who want to work at our organizations, we would be out of business.

Reference Checks

Do me a favor and don’t check references until you have your final two candidates. It is disrespectful to the candidate and to their friends, colleagues, and former supervisors taking the time to perform said references for your organization on behalf of your candidate.

Please don’t waste their precious time doing references on everyone. Save it for the two finalists.

Final Thoughts

Please be respectful of job seekers. They have looked at your posted job description and feel they qualify for it.

They have looked at your company website and feel your organization would be a good fit for them.

They have possibly received a referral from a current employee. Show them why this person would say it’s a good place to work.

Give them the respect they deserve and show them their first great impression of your company.

It’s Time for the In-house Interview

So you have phone-screened your candidates and you pick a lot to come in and meet the team. Today is the day. What will happen?

You decide that you can spread out the three candidates in one day. Make sure you and your team are fresh all day. Each candidate deserves your complete attention without distractions or fatigue

Types of Interviewee’s

All of these candidates are coming in hopeful, energetic, and a bit nervous at the same time. Let’s take a look at what could happen and what you can do to counteract it.

  1. The “One word answer” candidate. What should you do? Well, obviously the interview will be shorter but let’s see if you can get the person to open up a little. If you have asked all of the pertinent questions for the job, ask the person what they are passionate about. The person may surprise you and start blabbing about their passions. This is when you can see the real deal. The person behind the fear.
  2. The “Can’t stop talking to save my soul” candidate. These ones are hard for me because I want to keep on schedule and when someone just keeps rambling on, it is really hard to concentrate. This person is usually this way all the time. It’s not nerves. Let’s be real. You may love it or not, but it is hard to listen to. Of course we don’t let that get in the way of seeing if the person is qualified for the job, but it does go to “fit” within the organization.
  3. The “Confident Interviewer” candidate. I feel a kinship to these types of candidates. I have been in my field long enough that I am confident in my skills and abilities and at a certain level, the employer should be understanding that the position they are hiring for the person they speak to has the education and skill level they are looking for. Sometimes we are wrong. I know this. However, the majority of the time it is true. So this interview goes by smoothly and someone on team feels that the candidate is cocky or conceited. Is this really true? Or…is it the fact that confidence can make others uncomfortable if they are not as confident in their own roles.

I know I sound like a head shrinker in this case but be aware that this may happen. We don’t want to lose a good candidate because someone on the team is threatened. We also want to make sure that we are not basing this decision on gender too. If a man is confident, they are seen as go-getters. If a woman is the same, she is seen as a bitch or conceited. Let’s make sure we are providing equity in the workplace and not allowing this to happen.

Pick the Final Two

Of these three, who would you pick to come back? Only you and your team can decide. You know your culture, what the job entails, who they have to work with, etc. Make sure you decide on the person based on their skills and abilities and then fit for the organization. Don’t just pick someone because everyone liked them. Make sure they can do the job.

Also, a person may surprise you when they get hired and they have the pressure of being “on”. They might relax and show you their personality a bit easier. Yes, this can backfire. Let’s concentrate on the good for a while and play that this has a great outcome, shall we?

The Last One Standing

Here is your winner. You have had all of the interviews, you have asked all the questions and answered some too. Congratulations on picking your new team member. There is nothing in HR as satisfying as giving someone a new job. I love the feeling of it and I love seeing their face on the first day!

The Art of Resume’ Reading

Looking at resume’s seems to be a lost art form these days. The more technology we use to parse out words and phrases, takes away the humanity of the resume itself. After all, this is about the human. The people we want to bring in to our organizations.

I’m a bit old school and like to look at every resume. I look at details like length of service at each job, duties they performed, skills they may have, people they managed, and what their education is. I’m sure you all check out these details too.

Technology

Resume readers, and I mean the robot kind, are programmed to look for key words and phrases that match up with the job description. That’s fine but what a robot doesn’t do is see experiences that may not match exactly to the current job applied to, but have related experience that transfers to the posted job requirements.

I like to look for these types of details because it shows flexibility and their potential range. Now some might say that looking at each resume might be deemed as discriminatory because of the title names sounding “ethnic” and that would cause me to not pick them for interviewing. Well that would be true if I was a BAD HR Director. But since I’m NOT, I don’t worry about it. I always start with the job description and match skills and experience. If you take a chance on someone that is really close to your requirements as well, it may surprise you.

So now you have a pool of candidates…

Let’s do a phone screen interview. I have used a specific phone screen template for many years now and I always start with the “housekeeping” questions. What are they you ask?

  1. How did you hear about this opening? *This allows you to track and report where people are finding your ads to make sure you are getting your money’s worth.
  2. If chosen, what is your availability for an in-house interview? *This give you a firm grasp of when is best to schedule with this candidate. It is very helpful especially if you are planning for multiple interviews in one day.
  3. Do you have a wage in mind for this position? *I know in some states it is illegal to ask what someone is currently making per hour so I don’t ask that question. Asking the candidate what they are looking for is perfectly legal. It gives you a chance to see if their expectations are within the pay grade range you have set up for this position. If it is too high you can tell them what the range is and ask if it fits within their budget. If yes, great! Continue the interview. If its not, then politely say that we didn’t want to waste their time and they didn’t want t o waste ours. End the interview at this point.
  4. If you were to be hired for the position, when would you be able to start? *The answer to this question can give us many clues. If they say “I need to give 2 weeks” that is a standard time frame that most companies ask employees to respect. If they say “anytime” they are most likely not currently working (so check their resume to see if it jives). Now, some positions may require longer notice periods but for the most part the answer to this question helps you and the hiring manager.
  5. Why are you leaving your current position? *If in #4 they answer “anytime” , you can assume they aren’t currently working but I have heard many reasons for this question. I personally don’t take offense or read much into it, I just like to know why if they are willing to tell me. It can be for reasons like lay-offs, personal growth, “I always wanted to work here”, or just moved to the area. Remember from my first article, sometimes people leave their bosses. That is a big reason.
  6. Are you available to work at our xxx location? *You want to be sure to tell them where they will be working in case you have multiple locations and you know where this particular position will work.

Meat and Potatoes

Now that the housekeeping questions are complete, you can get into the “meat and potatoes” of the job to see if the candidate really knows their stuff. I like to put together questions pertaining to the job title and then work with the hiring manager to come up with a few questions that they want to know up front before face-to-face interviews. I suggest about ten questions. It shouldn’t take longer than 30 minutes of interview time. The last three questions are usually the same for me.

What kind of manager to you like to have? *Most people will say that want communication with their manager and no micro-managing.

Why are you the person for the position? *I like to hear people respond with confidence here such as, I “know” I’m the right person because…. If they use, “I think I’m the right person…” then it shows less confidence in themselves and possibly their ability to do the job.

What questions do you have for me? *This is a good tool for getting more information about where the candidate is coming from. What they are really interested in. I find too, if as the HR person I don’t know the answer, it is an opportunity for me to ask the hiring manager so I have a better understanding of the role and the department. You learn something new everyday.

Now that the phone screen is over…

After each interview, I like to type up the responses and send them along with the resume to the hiring manager. From there, the manager can see we have asked each candidate the same questions and they can pick from the group who they want to bring in for the next round. I usually step back in when the manager has made a decision and wants to make an offer. Of course different companies have different recruiting and hiring processes but this gives you some ideas to use.