It is a job seeker’s market. As you seek and interview potential employees, realize applicants either feel they’ve been treated with respect or treated poorly. There is no in between.
“Regardless of whether you make an offer of employment, how you treat job applicants matters because the impressions formed of your organization based on these early interactions help determine your true employment brand,” says Mel Kleiman, president of Humetrics, a human resource consulting firm.
To this end, Kleiman suggests developing a “Code of Conduct” to guide your interactions with job applicants. His framework includes:
- Respect: We will treat all job applicants with the respect and courtesy they deserve.
- Confidentiality: We will not share any of the information job applicants provide with anyone who is not directly involved in the hiring process.
- Communications: We will promptly acknowledge the receipt of all applications and will keep applicants informed of our decisions as soon as they are made.
- Accuracy: We will accurately portray the job, both its challenges and opportunities, so applicants can make a well-informed decision.
- Professionalism: We will explain how our hiring system works and apply the same hiring standards to every applicant.
- Compliance: We will adhere to all federal, state, and local laws and regulations as they relate to the recruiting and hiring process.
- Hiring Standards: We will not only strive to hire the best person for the job; we will strive to ensure the job is right for the person.
Read More
7 Reasons Your Best Employees Quit
Struggling to Find Help? Ask Your Team for Referrals
