Recruitment is a two-way street
More often than not, recruitment is viewed isolatedly by the parties involved: employers will treat the recruitment process according to their needs, and candidates approach the recruitment process from what they expect to gain. However the recruitment process should be viewed as a concerted effort by both parties: recruiters have the task of considering the suitability of each candidate, and candidates have it upon themselves to put their best foot forward and to help recruiters understand what they want in the process of their job search.
On the onset, employers have it upon themselves to make sure that the job descriptions are clear of what is required of a vacancy and what is expected out of the candidate. Furthermore, employers have it upon themselves to ensure that their company is well-represented so a candidate can better anticipate what is expected of them and how they can fit into the company as a whole. It is then on the candidate to do thorough research and get a good understanding of a job vacancy before making their application. To avoid wasting time in the recruitment process, candidates must be sure of what they have to offer and how that matches to the organisation and the job, and whether or not they are a good fit for the company.
The recruitment process must also involve open and honest communication between the employer and the candidate. Whilst candidates must ensure that they are honest and clear about who they are professionally and of the skills and values they bring to the role and company, employers have to be transparent about whether a candidate aligns with what is set out in the job description, and how they would fit into the organisation as a whole.
This open and honest communication must be implemented throughout the recruitment process, from the initial contact to the interview stage, and must be seen as a means to discern information from both parties. It is important that the conversation be seen by the employer as a way to determine the suitability of the candidate in the organisation and whether they are a right fit for the job, and for the candidate, it is a chance to offer to the prospective employer an insight into whether you as a candidate can offer what the job demands of you whilst also asking questions about the company and the job relating to a candidate’s own suitability into the workplace culture.
Even at the end of the recruitment process, it is vital for both the recruiter and the candidate to be engaged with one another. This can foster a professional relationship between the recruiter and the candidate, and will be beneficial for both parties in the long run. For the recruiter, this means providing honest feedback and giving unsuccessful candidates the opportunity to follow up with them or the hiring manager so the candidates might better prepare themselves for future interviews. For the candidate, a professional relationship means that should there be an opportunity in the future, the door may still be open for them to try.
By putting time into the recruiter-candidate relationship, it will ensure an inclusive recruitment experience by the parties involved. In the long run, this will be beneficial as recruiters will have developed the ability to tap into highly qualified diverse talent pools and ultimately, sustain competitive advantage through improved employer branding in the long term. All in all, recruitment is a highly human activity, one that involves the interaction of two parties to reach a common goal: for the recruiter, matching a prospective candidate with a suitable job; for the candidate, demonstrating how they match a job.
