How simple statistics can end applicant frustration, mistrust, disappointment, and anger

One of the first lessons that many third-party recruiters learn is one borrowed from the sales profession. The lesson basically teaches that as intermediaries between the organization and the applicant, the recruiter has to work diligently to equalize expectations between the two parties if they want to have a realistic chance at closing the deal and converting the applicant to an employee.

During the courtship, the recruiter needs to help establish expectations in the applicant's mind about the nature of the work the job entails, the work environment, the resources that will be made available to the employee, and of course, what compensation the employer will likely offer. The recruiter must also work to establish expectations with the hiring manager regarding the applicant's fit for the job requirements, their work ethic, and of course, what type of offer would be required for the applicant to seriously consider employment with the organization.

It's a delicate dance, and when performed well, can bring applicants' expectations down to earth, while bringing hiring managers' expectations in line with reality.

Unfortunately, in today’s fast-paced recruiting climate, most recruiting processes are administration-centric, implying that they are not designed to close the deal with top talent, but rather to ease the administrative complexity of the hiring process. Establishing expectations is a practice long since tossed out the door by corporate recruiters, but one they should consider bringing back.

Last update: 31-03-2008 00:00