Those of us involved in the recruitment game sometimes get criticised for the way we operate. Failure to acknowledge receipt of applications, misrepresenting the role to be filled and lack of feedback throughout the selection process are all common complaints.

I proposed a very simple code of conduct for recruiters 2 years ago. Here’s my update:

  • Make sure the job ad accurately portrays the role you’re trying to fill – you may need to be assertive with your client to paint a realistic picture of the Company and the advertised position
  • Avoid jargon and euphemistic phrases in your job ad
  • Makes sure that you aren’t unintentionally discriminating against possible applicants by your choice of language
  • Always acknowledge receipt of an application within 24 hours
  • Leave at least 30 minutes between interviews
  • Take notes during interviews and use them for feedback
  • Provide timely feedback to both successful and unsuccessful candidates
  • Prepare a brief for your client listing the short-listed candidates and your reasons for presenting them to the client – show clearly how their background and education are a good fit for the role you’re trying to fill
  • Get useful feedback from your client as to why someone wasn’t successful
  • Offer to meet unsuccessful candidates to properly debrief the process and share the feedback you got from your client
  • Do at least 2 reference checks on the successful candidate but only after your client has chosen that particular person. Reference checks should never be used as a way to differentiate between candidates
  • Recommend to your client that they do a background check (and, in some cases, a police check) on the successful candidate. There are  a number of good companies out there who can do this work for you
  • Follow up regularly with your client and the successful candidate once they have started their new role
  • Make sure your client has regular reviews with your candidate, particularly during the first 6 months of employment
  • Keep in touch with unsuccessful candidates you particularly liked – you may be able to place them next time.

Do you have a horror recruitment story to tell? Please leave a comment below.