A brand president shared a story with me about his recent interviewing experience. After receiving an interview confirmation with the CEO of a multibillion-dollar global apparel company, he arrived at the corporate headquarters only to be informed that there had been a mix-up: The CEO was traveling for business on the West Coast and would not be available. The SVP of HR met with him instead and—for the next 60 minutes—proceeded to bash the company’s internal communication practices. There was no follow-up from anyone at the company, including the CEO.
This anecdote—about poor candidate relationship management—inspired my latest article for Forbes, “Candidate Relationship Management: Is Neglect The New Normal?”
A simple Google search for “bad job interviews” returns more than 15 million results. Whether it is being stood up, being treated rudely, or receiving no feedback, poor candidate relationship management is on the rise.
Most of us—regardless of our age—can still vividly recall our worst experiences as a candidate. Prior to social media, we may have shared our experiences with a few friends and family members and then dropped it. But today? Remember that old adage “bad news travels fast?” Well, “fast” has been replaced by “warp speed,” as social media has enabled anything to become viral and remain a few clicks away for eternity.
Why does this happen? The Talent Board, specializing in candidate experience research, identifies many factors that can derail candidate relationship management. The following three rise to the surface:
- Communication.Whether internal (human resources and department hiring manager) or external (recruitment firm), information is not being shared consistently and who owns what part of the process is unclear.
- Training. Oftentimes individuals have not been trained in how to conduct an interview.
- Culture. A workplace may be understaffed and the time needed for an employee’s own work will supersede his or her ability to participate constructively in the candidate recruitment process.
To read more about how you can improve candidate relationship management, visit Forbes.
If you are looking for a partner to help you prepare for your executive job search, contact me to learn more about how we can work together.