Tired of Candidates Stalking Recruiters? 5 Ways to Fix

As a recruiter job applicants who won’t give up can become a problem. While determination and a willingness to keep trying are both admirable traits, so is learning to take no for an answer. Before you allow your frustration to overwhelm your common decency, take a look at your communication process and see if implementing these methods might not eliminate some of the “stalkers”.

Tired of Candidates Stalking Recruiters?

Follow up with your candidate.

It may sound simple, but sometimes all it takes is a thoughtful phone call or email to satisfy an applicant looking for information to eliminate the applicants from stalking jobs. Since only 39% of applicants not selected are typically contacted with a personal phone call or email, it’s easy for them to feel left in the dark.

While the applicant in question may never be right for your company, they may have friends who are, and up to 81% of them will share a positive experience with their inner circle, which could lead to well qualified candidates for future hiring searches.

Be Honest.

It may seem simpler to just lie, but honesty prevents a lot of problems. Share what information you can. If you know the interviews won’t be conducted for three weeks, tell them that. If you know there is something this candidate can do to improve their chances, share it with them.  The more you share, the less the applicant will quit stalking jobs.

Your goal should always be to get the position filled with the best qualified candidate available. Why not be on the applicant’s team when you can? They are, after all, only looking for something you already have, a good job.

Automate Your ATS.

With today’s technology there is no excuse for shoddy applicant tracking. You can automate everything from a welcome message to a personal email or text letting applicants know when the job listing has been closed or they are no longer being considered for the position.

This can free up your time and eliminate a lot of excuses for missed messages and the like. Automated messaging can also prevent a lot of unnecessary calls from applicants who simply want to know their resume was received.

Provide resources.

Job applicants genuinely want to be the best candidates they can be. Adding resources to your automated messaging is a great way to make this happen. The online world is rich with great employment resources that can be shared for free.

Simple resume building tips, links to guides on finding employment and the like can be a simple way to keep them improving. Who knows, the applicant that wasn’t quite ready may fill a key role in your organization in the future.

Give them actual feedback instead of a canned message your attorney approved.

When you don’t quite make the cut you want real answers, don’t you? When it is within your power to extend that courtesy to a fellow worker, do it! Sending out form letters is so twentieth century. With the technology at your fingertips it only takes a few moments to send what might prove to be some invaluable advice.

Keep it positive and stay focused on things that are within their power to improve. Tips on personal appearance, skills to add to their resume and interviewing technique are helpful. Commenting on the fact that their braces were distracting is insulting and unnecessary.

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Jessica Miller-Merrell

Jessica Miller-Merrell

Jessica Miller-Merrell (@jmillermerrell) is a workplace change agent, author and consultant focused on human resources and talent acquisition living in Austin, TX. Recognized by Forbes as a top 50 social media influencer and is a global speaker. She’s the founder of Workology, a workplace HR resource and host of the Workology Podcast.

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