What does the way a company selects its managers say about it?
How should I communicate with candidates in management selection? Why do they need to be kept informed about the selection process?
Companies that strive to be attractive employers tend to pay close attention to the well-being and comfort of their employees and try to provide them with a wide range of benefits.
However, taking care of one’s reputation as an employer is often overlooked when recruitment and selection is still underway. However, failing to show the right attention to and treat people who want to take up positions in the company can make it much harder to earn or maintain a reputation as an attractive employer.
The first impression matters
Every company should be concerned about what its current employees think of it, but also about the people who are still applying or even those who have not yet been selected for the positions offered.
Their experience and familiarity with the company can be just as important for the employer’s reputation as that of current or former employees – especially if we are talking about people applying for management and other senior positions in the company. Even seemingly insignificant details can say a lot about a company.
However, they can significantly taint the experience of candidates for the positions on offer and can give a poor impression of the company. And, as you know, first impressions are often the strongest and longest lasting. What mistakes should employers avoid when recruiting and selecting employees?
Candidates must be informed
First of all, nobody likes to be kept in the dark, so if a candidate has already expressed an interest in a vacant position in the company, and has given up his/her time to apply for it, the least an employer should do is to show that person some respect, at least by responding to his/her application.
It doesn’t matter whether the worker is inexperienced, lacks the necessary competences or is otherwise unsuitable for the job on offer. In many cases, simply thanking them for their interest and informing them when they can expect to hear from you about the next step in the selection process is enough.
Similarly, any candidates who are not elected to the positions on offer should not be left in the dark. They should be politely informed that another candidate has been chosen, perhaps with a brief explanation of the main reasons.
