In November 2010 Monster.com asked me to write a post on a hot topic at that time a “Candidate Bill of Rights“. Needless to say, I’m not a huge fan of a Candidate Bill of Rights – I’m a Capitalist and believe in a free-market system of HR and Recruiting. Here were my main point then – and what they are still today:
You Don’t Have To Apply:
- If we have a crappy working environment – you don’t have to apply
- If we don’t pay appropriately for the market – you don’t have to apply
- If we don’t give my employees opportunities for growth – you don’t have to apply
- If we don’t treat you like a human – you don’t have to apply
- If we don’t give you a full job description – you don’t have to apply
- If we don’t tell you every step of the process – you don’t have to apply
You Don’t Have To Work Here:
- If we make you wait endlessly without any feedback – you don’t have to work here
- If we make you an offer that you don’t like – you don’t have to work here
- If we don’t offer the right work-life balance – you don’t have to work here
- If we give you a bad Candidate Experience – you don’t have to work here
Candidates – if any of the above is true – you have some decisions to make:
1. Can I live with what I know about the company and the experience they put me through to get this offer?
2. IF SO, do I want to come and work for the company?
3. IF YES – welcome aboard, you’re coming on ‘Eyes Wide Open’
4. IF NO – thanks – good luck – see you next time
You see we all have choices – if you don’t like the way I’m treating you as a candidate, don’t come and work at my company. I would hope that most HR Pros are smart enough to get this fact – treat candidates like garbage and they’ll stop applying for your jobs, thus making your job all the more difficult. That might be a bit pie-in-the-sky thinking because I also know way to many HR/Talent Pros that don’t get this! They have a little bit of power and have decided to torture candidates with painfully long and arduous application and selection processes – that aren’t helpful to their own companies, statistically, and definitely aren’t helpful to the candidates. During a recession they don’t see much impact from these horrible processes, but eventually the tide turns and face the results of their actions. Karma is a bitch!
So, do we need a candidate bill of rights – No! Do you need to spend a ton of time, effort and resources on candidate experience – No, as well! Don’t go right ditch-left ditch and start over correcting. Treat candidates like you would want to be treated. Have a few standards and etiquette, and some manners. It’s not hard, it’s not expensive and you definitely don’t need to pay a consultant to show you how to do it!