In a prior blog post (“Noah’s Job Search” Blog.reliableinsights.com, 8/9/13) I introduced the fine work of Gerry Crispin and Mark Mehler, founders of CareerXroads, a consulting company specializing in human resources, staffing, and recruiting. As promised, I have been devoting additional blog posts to their excellent and enlightening report (“This Year’s Mystery Job Seeker: Noah Z. Ark, A Man For The Modern World” www.careerxroads.com).
As we know, communications quality says much about the sender. It also says much about what the sender thinks of the recipient. Unfortunately, Noah got all wet. He found an abundance of serious deficiencies concerning company communications to job seekers. For example:
“One hospital system’s form letter served up an information overload about which candidates needed to resubmit their resumes. Aflac’s email seeking an interview with Ark didn’t identify the company until the end.”
In another case, the company’s response letter provided a lengthy “candidate reference number” that no one would likely even try to remember. As the CareerXroads reports concludes:
“It is an empty gesture that does not prove a company’s responsiveness.”
I will not torture you with any of the lengthy texts within some of these letters. Just try to envision a personal letter written by a robot making a primitive attempt at artificial intelligence, and you will have a good idea of the communication quality. To couch it in slightly different terms, imagine you are about two walk into one of two businesses. ABC Company greets you at the door with:
XYZ Company greets you at the door with:
“Welcome to XYZ Company. How may I serve you today?”
It seems to me HR communications quality to job seekers is an area of strong opportunity. The companies that strengthen their communications at every stage of their recruiting and hiring will be the companies that attract and retain the top talent.
I am hoping we can get Noah dried out.