My typical story as Recruiter
I will get back to you. I did not get back. I made a bad experience for you as a candidate. This bad experience is accumulating for many people because for selecting one employee, I process a minimum of 5 candidates.
Now, there is a hit on employer branding as remaining 4 non fit candidates will not think good about my company. Next time, candidates may choose not to apply to my company, may drop in between, may not join despite accepting offers as they will prefer other brands with more reputation or stick to their current companies.
To overcome such situations, I have to screen or interview more numbers of candidates and this will result in increasing my cost of hiring. Salary Increments which I usually offer to candidates, also goes up to attract candidates to join my company.
I started with noble intentions to offer jobs to deserving candidates. I ended up increasing the cost of my organization and a few dents here and there in reputation.
I receive 100 emails in a day. I need to screen, schedule, update and track. It’s a tedious task. I choose to focus on positive outcomes as the emphasis is on right fit at the right time. Hence, I get back to only those who are moving ahead in the pipeline in the journey of candidates to becoming employees. I presume, candidates should simply understand that no communication is, not moving ahead.
- Awareness about my actions on what I do and what I do not do.
- Invest in HRTech, which should support me to communicate effectively and update stakeholders via call, text or email.
- Candidate experience is as important as employee experience.
- Effective communication can help in building positive relationships and decrease hiring cost.
Mr. Anuraag Srivastav has over 12+ years of experience in lead positions for Indian and Global corporations. He specializes in the areas of Human Resource Strategy, Data Analytics, HR Technology and Compensation Management. Currently, Anuraag is the CEO for PayReview, an HR Technology firm bringing intelligence and objectivity for enterprises in the areas of compensation & benefits, incentives, workforce analytics and workforce planning. Today, this firm partners with all leading HR Tech companies for catering complex solutions.
Prior to PayReview in his association with Capgemini, Videocon, Sahara, Reliance Retail and GreyOrange, he developed and practiced many innovative PeopleOps solutions like Activity Based Model in staffing, Pay Matrix in compensation, advanced tech solutions for HR Shared services etc.
He serves on the Governing Board of voluntary organisation, Sarvodaya Ashram and expresses his ideas through poetry and articles. He has been a speaker in the areas of HR Technology and compensation practices.