It's Festivus. Time for the Airing of Talent Acquisition Grievances

I've got a lot of problems with you (talent acquisition) people!

Okay, not a lot - because I know just how challenging a job it can be. It's not easy to play middle-person between hiring manager and candidate. And it's tough to find that unicorn who checks every box on the job spec, has bags of experience and great references, but doesn't care about salary (and can start yesterday)!

But, as with any profession, there's room for improvement. And so, because December 23 brings us the time-honored traditions of Festivus, I'm diverting my attention from the Feats of Strength to share some of the aspects of recruitment that I think could bear improvement.

Leaving candidates hanging. Talent acquisition is a multi-faceted process, to be sure. Sourcing candidates, interviewing, assessing, reference checks and extending offers all take considerable time and effort. But it's vital to remember that, whatever you're doing, there is a pool of candidates out there who are wondering where they stand. Far too many organizations continue to leave them in the dark.

That's no way to cultivate a relationship. Even candidates who are ultimately unsuccessful should hear from you immediately after they apply with an acknowledgment of their application, and again if it's decided they won't be moving forward. For those who are under consideration, keep the relationship warm by communicating interview times and next steps. All of these touchpoints can be automated with Candidate Relationship Management applications like PeopleFluent, Cornerstone OnDemand, SAP's SuccessFactors, and Oracle's HCM Suite, among others.

Boring job ads. A job advertisement should be, well, an advertisement! It's not just a job description, it's an opportunity for you to sell great candidates a great opportunity with your company. Too many recruiters fall into the habit of using the same tired format and the same old keywords to describe the position.

You don't have to go off-brand and wacky - but put yourself into the candidates' shoes for a minute. What could you say to make the job as attractive as possible? How can you bring it to life? What do your current employees love about the role, and your company?

Now, consider putting that in video. At Alexander Mann Solutions, we've helped clients create videos that hold candidates on their careers sites five times longer than pre-video. And video will increase - by 53 times! - the odds of your job posting appearing on Google's front page

Take a look at these great examples from Barclays and BAE Systems.

Pick up the damn phone! I get it, believe me. I don't like talking on the phone either. But, short of meeting in person, calling someone on the phone (or its modern video messaging equivalents like Skype) is the best way to build a relationship.

In today's frenetic world, it's easy to build an over-reliance on electronic communications. It's quick, virtually error-free, and it doesn't bog you down in small talk. Social media - especially LinkedIn for talent acquisition pros - and good old-fashioned email make it even easier.

In our 2016 Global Sourcing Survey, we found 81% of recruiters just send an InMail or add a passive candidate as a LinkedIn connection in order to first engage with them. Only 14% take the time to find an email address, and only 5% pick up the phone to try and reach the individual. 

That same research showed that a telephone call yields the best response rate, by far. When you're trying to reach passive candidates, you have to use every tool in your box. That means picking up the phone, reaching out to touch someone (thank you Bell, circa 1979!) and becoming part of their network.

The phone should also be the preferred method for passing along important news to finalists. When it comes time to convey the final decision to one winner and a handful of silver medalists, phone is the only way to go.

Not Listening. Listening has become a lost art in virtually every profession. Everyone wants to be heard, everyone wants to be right. But a good recruiter knows when to listen - to hiring managers and candidates alike.

If you don't listen, you're sure to miss something, spoken or unspoken. So turn off your mouth and turn on your ears - then ask questions. A candidate may reveal something that's not on a resume. A hiring manager may reveal something that's not on a job spec, but is vital to helping you find the right candidates.

Recruiters who take the time to listen are less likely to oversell an opportunity to a candidate or over-promise results to a hiring manager. They also listen for what's not being said: is this candidate really as qualified as their resume seems to project? Does this position really need to be a director-level when a manager will do? Will this candidate fit the culture of the organization?

Candidates are people, not things. Every jobseeker is a human being, and they should be treated that way. When you're working several job reqs at once, it can be difficult to remain empathetic to candidates - especially those who aren't successful. But a lack of empathy can come back to bite you.

First, it damages your company's brand - and if you work in an industry that sells to the public, you could actually damage your consumer brand. When a candidate has a bad experience, there's a good chance they'll buy from someone else - and suggest to their friends and family that they do the same.

Second, you're damaging your personal brand as a talent acquisition professional. Recruiters rely on networks and referrals - and if you build a reputation as an uncaring jerk, those referrals will dry up in no time. So even if a candidate isn't successful, treat them with respect and dignity. And if they just missed out by a hair, invest the time to offer some advice on how they could have done better, and offer to keep in touch if another opportunity arises.

I'm sure there are plenty more bad habits or shortcomings that you see - either as a recruiter yourself or as a candidate who's worked with them. If there are any you feel particularly passionate about, take a few minutes to share them in the comments section.

In the meantime, I'll return to the table to enjoy my meatloaf and lukewarm lettuce.

Happy Festivus to all. And to all, a good night!