By Jenifer Brown
I find myself compelled to write about prompt communication because I am amazed that with today’s technology that this is even an issue. In my experience I have had difficulty connecting with, on average, one out of every five candidates. I am referring to candidates whom have responded to a job posting or sent me their resume.Oftentimes it is difficult to reach candidates because their voicemail box is full or has not been set up. This makes it impossible to leave a message. Then, there are the ones who take a week or longer to respond after someone leaves several voicemail messages. However, the worst-case scenario is when the cellphone number listed on the resume is no longer working.
So, I have to ask myself: Why do these candidates even respond to the career opportunity in the first place? If a talent acquisition/recruitment professional gets frustrated with this then you can only imagine what a potential employer may think or feel. In most cases, we will move on to the next candidate. So, those guilty of the above lose out on being considered for an opportunity altogether!
In closing, please make sure that you have the current and correct phone number listed on your resume. Second, make sure your voicemail is set up – preferably with your name and a greeting.
Third, if your voicemail box tends to fill up quickly or frequently (I can’t be the only one pointing this out) then you need to check and empty it on a regular basis.
Another means of communication is email. Some potential employers like to engage with candidates first via email to schedule a phone or in-person interview. Candidates need to ensure that the email address listed on their resume is correct and the one they use the most. This should be the email address that is synced to your smartphone so that it is viewed on a regular basis.
Finally, candidates need to be certain that their work experience and place of employment is always updated with current and correct information. Your resume and social media profiles, such as LinkedIn, are continually being reviewed by recruiters and employers. If not updated and/or correct, a candidate may be passed over because potential employers think a candidate does not have enough experience or the right skill set. Also, wherever a resume is posted it should reflect the same information posted on social media accounts because both are viewed for accuracy. Even if a candidate is not out currently seeking new opportunities, the information should still be current for networking purposes or for a potential internal promotion.
Though all of these points may seem too simple or logical, they can be detrimental in one having or not having the career options that they were open to.
Jenifer Brown is president/owner at Health Tech Talent Management LLC. She has 20 years of experience in the healthcare technology management field.
