We all know that applying to companies directly or over the web during this downturn leaves many yearning for a better user experience as most are left with more questions than answers. Unfortunately the fear and mystery only continues from there, even if they are one of those chosen to be contacted by the company, as sharing information with the candidate is typically not high on their list of priorities.

Unfortunately some 3^rd party/contingency recruiters fail to make the candidate experience any better as many have moved rapidly in this market to focus solely on the needs of the hiring company. Now it is true the hiring company does pay the fee, and they do guide our search from beginning to end, but if I’m not mistaken candidates have to say yes as well so they are every bit as important. So with interview processes getting longer, decisions being delayed and offers being a lot thinner you better be prepared to share as much information as possible with the candidate about the job, the company, the hiring official, environment, etc. as to ensure that you have a good relationship with your candidate or you may be left with offers getting turned down even in this poor market.

No surprises here, but we’re in a recession/downturn/what ever you want to call it and as always it doesn’t affect everyone (yes, some companies are actually hiring). The difficulty with working with these companies is that they aren’t looking to fill run of the mill IT positions, but instead high end niche roles (ERP experts/BI/DW/Architects/etc.). Additionally they have requirements for specific technology skills, and with only one or two hires for the entire year these people have to be “spot on”, no and’s, if’s or but’s. To make matters worse is that with all the unemployed people out there looking for work it becomes difficult to explain to companies (and sometimes harder for them to understand) why they aren’t able to locate and attract the people, with the skills they need at their price point.

Now explaining these issues wasn’t always so difficult. When I started in this business 20 years ago I worked for my father who was a long time salesman (started in the Ad business in NYC during the 60’s), and he was able to utilize what some might call bawdy jokes to help deliver the message, and it’s one of these stories he passed along that best sums up this current market situation. Unfortunately political correctness hadn’t yet been invented in the 60’s so I’ve tried to clean it up without diluting the message. Here goes nothing.

A woman goes into the local general store wanting several items and as she lists them off the grocery lets her know that he’s sorry, but they have no onions. Undeterred she continues with the list and again asks for onions to which he again replies that they have no onions. Again she continues and again the request for onions comes. At this point the grocer is getting a little agitated, but knowing the customer is always right simply lets her know that he’s out of onions. Finally she finishes her list and for the final time requests onions. At this point the grocer is beyond mad and in a desperate attempt to help her understand his complete lack of onions asks her how to spell onions. She gives a quizzical look, but does as requested and spells it O-N-I-O-N-S. To which he replies "no" and proceeds to let her know that he spells it O-N-I-F-*-*-K-O-N-S to which she replies “Sir I’m sorry, but there is no F**K in onions” to which he replies “you’re right we don’t have any f**king onions!”

The dual message here is that your clients will continue to ask for everything and you’ll need to continue to let them know the hows and why’s of the market, and that while your patience may be pushed to the edge with perseverance and a consistent message they will eventually come to understand the market and be in a position to make decisions based on those realities.

Why is it that many companies end a long difficult search process with only one possible candidate and what do they do when that candidate doesn’t accept the offer?

The reality is that most end up back at square one…except this time around the search is more difficult (they just eliminated some percentage of the candidate pool), and they now have fewer recruiters who are not doubt less motivated to spend additional time on a position that clearly will be more difficult to fill than originally thought.

So what’s a company to do? Some contingency planning would help, and it’s not very difficult to do.

The problem is mostly derived from companies that fall in love with their number one and think (most often wrongly) that the #2 just doesn’t compare. More often that not the difference between 1 and 2 is so small that they are practically interchangeable. So why shouldn’t a company increase their odds of filling the job simply by providing the kind of feedback that can keep a #2 in a holding pattern? No reason whatsoever. Of course, the feedback required is straightforward, honest and direct about their status as #2 and a short defined timeline for a response from #1 to the initial offer, because any delay or indication that the company has been less than forthright simply ruins reputations for candidates, companies and recruiters alike.

As a 3^rd party recruiter I’ve talked with my client companies and candidates about how one of my major roles is to take the fear and mystery out of the interviewing process and to fill that void with information and certainty. Well it now looks like some companies may finally be getting around to understanding the benefit.

In doing some recent marketing research I found one company that actually spelled out their process for candidates on their website, and even explained both the information they are looking to get from applicants at the various stages of the interview and what information the applicants can expect to receive from them as well.

Please don’t get me wrong….I’m still no advocate of posting resumes directly to a company website unless there is no other way in (* see reasons below), but if a company is going to start giving pertinent information that provides candidates this kind of understanding, then maybe a candidate that does present their resume can feel better that an atypical results can be achieved.

Historical reasons why not to post to a company website

• Very few companies (as a % of the whole) do a quality job of qualifying candidates, storing the records and later utilizing the candidate pool in which has landed in their lap.
• The inability for a candidate once initiating the process to determine if the resume was received, what is the process for consideration, where they sit within the process and who at the company is the point of contact (generic email accounts don’t count as contact)
• Reading resumes is highly subjective, so no matter how good yours is it may miss the mark with this hiring official, and you may never get the interview you want and deserve.
• Advocacy works: we recommend utilizing a recruiter as your advocate. They have greater knowledge about the job, the company and the hiring official and can help to present your skills so that they are viewed in the best light while also drawing distinctions between your skills and those of your competitors.

I know it’s not my imagination, because I’ve seen it with my own eyes…companies are filling positions with less than ideal candidates (not all of the skills, not the depth and breadth of experience, etc) to avoid paying for relocation.

It’s amazing; companies are still insisting that they are committed to getting the best possible person and are willing to pay relocation expenses to get them. However, as we continue to put candidates in process that would require relocation they continue to be shunned in favor of less targeted local candidates.

So job seekers be aware of how the company is viewing you and be prepared to not get much traction on positions that would require you to move, and if you’re a recruiter trying to fill the job you better deliver your client some local candidates to interview (even if their not 100% targeted) because these are the people getting the offers.