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The High Cost of Treating Job Seekers Poorly

In this time of high unemployment, in-house HR Units and Recruiters can get overwhelmed with responses to job openings and if those responses are not handled in a timely and efficient manner can lead to frustrations for the candidate’s. That in turn can be measured into a negative “cost” to the insurance agency if the candidate relays that negative feeling to the community via social networks (i.e. Facebook, Twitter, etc).  A recent article in the Wall Street Journal covered the negative impact of this HR issue for Fortune 500 companies.
Thus what can HR Units of Insurance Agencies do to avoid paying this cost? The Rogan Group, Inc. – a Risk & Insurance Search Firm suggests the following ideas:

1. Be detailed - When posting a Job Order on a job site, be as detailed as possible. Indicate exactly what you are looking for and the needed skill set and experience level desired for the position. Outline the salary range and provide the dates that all resumes should be submitted by and when responses to those submissions will occur. This will cut down on the number of unqualified resumes (in short, don’t go fishing).

2. Be automated – have an initial automated response to each resume submission telling the candidate that the resume and/or application has been received by the firm.

3. Walk in the candidate’s shoes – if the application process includes testing or additional submission of materials, make sure that the HR/Recruiting team understands that process (knows where the bumps in the road are) and can walk the candidate from beginning to end.

4. Deliver what you promise – once you lay out the application and interview process, meet the stated delivery and response times (this is the # 1 frustration for candidates).

5. Be straightforward and honest – if a candidate does not meet the needed requirements of the job, be straightforward and honest and tell them so. Candidate’s can handle that news but become frustrated when they don’t understand why they were turned down in the process.   

6. Communicate their value – let prospects know that everyone has value, even if the skill set does not match the current opening. That sign of understanding and respect will go a long way to creating positive feelings with the applicants and in the community.

Very few employers are putting all of these thoughts into the candidate application process, but even if you can include a few…you will be ahead of your competition. 

Dan Rogan, President, The Rogan Group, Inc. – Risk & Insurance Management Recruiting