Career Advice, Interviews

Protecting Your Brand During The Hiring Process: Advice for Jobseekers and Companies

A number of people and company hiring authorities have responded to the recent post “Arrogance of Talent Supply Threatens To Continue Resume Black Hole” and the comments have all expressed the frustration of today’s talent flow and lack of company communication. The job search process on either side of the spectrum is difficult and it is important we take positive measures to protect our respective brands.

Provided below are suggestions as to what jobseekers and companies can do to protect their brand during the job search or hiring process.

Brand Considerations for the Jobseeker:

  • When you submit your resume use the body of the email to provide succinct optimistic points about why you are interested in the job and feel you are suited for the opportunity.  If you keep to brief meaningful points it will be appreciated by recruiters and hiring managers, and most of all it will be remembered. A lengthy cover letter takes too much time to discover valued information and will not be reviewed. And, keep in mind that many recruiters are faced with having to review a large stack of resumes for a few positions in literally seconds. The quick review may not be right, but that is the way it is for the busy recruiter. Be brief.
  • Send a follow up to find recapping where you stand but again be brief. Use verbiage that draws the recruiter into your request. Example:

“Thank you for the opportunity to be considered for the marketing role in your company. The recent news regarding your market expansion and profitability excites me and I look forward to speaking with you about how my marketing skills can add value to your efforts. Thanks for your consideration.

The goal is to communicate in a way that causes them to like your professionalism enough to consider you and thusly protect your brand.

Brand Considerations for the Hiring Company:

  • Respond to candidates when they submit their resume to any position within 6 hours.
  • If you rely on ATS (Applicant Tracking System) to generate email responses, please check the verbiage. There are too many promises in response emails like, “we will keep your background on file and review in the future…” that talent doesn’t believe. It is not difficult to thank the talent for their time and consideration, to describe the review process and if it will take time
  • Follow up when you say you will.
  • Turn your database into a talent community and treat them like the market influencers or buyers of your products and services that they are. When Rusty Rueff was at Electronic Arts he actually gave his talent community coupons to buy a brand new game before it was publicly released at a 10% discount. Do you think that helped the brand? Of course! Some companies practice the same today but not many and in my book ALL SHOULD!

Talent and companies should use courtesy and common sense to protect their brands it just makes sense.