Follow-up with candidates after job interviews is a great practice. As a headhunter in the IT vertical, I made it a practice to follow-up with all the candidates that I had interviewed for a job.
Apart from the fact that it is just common courtesy to follow-up with interviewed candidates after a job has been filled, there are 2 very practical reasons an IT headhunter, or any headhunter or recruiter, to do so – namely finding new candidates and being introduced to new clients:
- as an IT headhunter I was constantly on the outlook for quality candidates to fill jobs and one of the best ways to find quality people is through referrals;
- as an IT headhunter I was constantly looking for new clients who needed help finding a great candidate to fill a job. It is not easy to connect with hiring managers when they are constantly being bombarded with phone calls from headhunters. Referrals are golden. Just because a candidate wasn’t a fit for the job you interviewed for doesn’t mean that they aren’t a quality candidate. My best source of referrals was from candidates that I had follow-up with.
Glassdoor, one of the world’s largest job and recruiting site, says that following up with every candidate who applies to your company–whether you’re going to hire them or not–is a crucial part of your recruitment process. But why? Is it really that important?
Glassdoor provides 5 great reasons in their article “Why it’s important for employers to follow up with candidates after job interviews” that appeared on Fastcompany.com.
- candidate follow-up up after an interview closes the loop
- replying and responding to candidates after an interview is respectful
- it says volumes about your brand
- candidates are going to talk
- candidate follow-up and responses help drive better talent
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