Problem or Opportunity?

In an article from Monday by Dr. Sullivan titled;

Managing Recruiting During an Economic Downturn: The Top 10 Action Steps to Take

he also mentions “10 Recruiting Problems You Might Face During Tough Economic Times”.  Problem #4 is of high interest to me.

An increased volume of traffic. Normally, all great recruiters focus on the employed candidate (the so-called passive candidates). However, layoffs and high unemployment may mean that some high-quality people are now available among the ranks of the unemployed. Unfortunately, if you actively recruit during tough times, the volume of mediocre but enthusiastic unemployed people who will apply for your jobs will also increase dramatically.

So I’m a glass half full guy and see this as an opportunity and not a problem.  Increased flow of applicants during times of higher unemployment is one of the greatest opportunities a company has to cement its employment brand as positive.  How you treat the “mediocre but enthusiastic” (really judgemental and subjective and NOT my words) applicant today dictates your success when the unemployment rate dives and we are back fighting for talent.

Here’s the logic.  When you have 5 openings in marketing (as opposed to 55 during high growth boom days) it is very easy to classify really good candidates as “mediocre and enthusiastic” because it’s a sellers market and you and your hiring manager can be as picky as possible for these few hires.  But when the market comes back and it is once again a buyer’s market (we all know it will happen) how you treated these candidates will come back to bite you.  Remember, we are still in the age of Facebook, myspace, the vault etc. so if you fail to make a positive impression on the hoardes of people who need you today, you will find yourself wanting when you need them.  And you will.

Here’s the action plan (so simple it’s crazy that it isn’t being done by most companies):

  1. Disposition everyone.  No, not only in the ATS to cover your EEO butt but actually communicate with everyone who has applied to your company through the automated email process available in everyone’s ATS.  Most companies don’t understand that not communicating with someone who has applied is NEVER an acceptable business rule.
  2. Talk to anyone who meets minimum qualifications.  Really, you don’t have time?  5 openings in Marketing?  What are you doing if you aren’t talking to candidates?  Find the candidates who meet your needs today or who MAY meet your needs in future growth times and treat them like diamonds, not dirt.
  3. Give people reasons.  Again, most ATS vendors allow you to add a reason; doesn’t meet minimum qualifications, wrong location, salary too high etc.. but recruiting departments turn off this functionality because they don’t want to “upset” a candidate (meaning they don’t want to have to defend their decision in the event a rejected candidate calls)
  4. Don’t trust me, trust your candidates.  Again, you have time (I know you do) so hold an impromptu candidate focus group and find out what your candidates (selected and not selected) want from you.  You’ll find they simply want communication and not to fall into the black hole that corporate recruiting departments create to protect themselves.

The true measure of your employment brand is how you treat the people you CAN’T hire, not how you treat the people you desperately need.

October 22, 2008 | Filed Under Industry Commentary, Industry Perspectives 

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