'Recruiter Etiquette' - something that is not STRESSED enough in the field of recruiting! You send a resume to an open position – no response (okay, so their ATS does not have an auto responder – fair enough), but then you send the resume directly to an individual. How could they not have two-seconds to respond and say, Hey Dakotta, thanks for sending me your resume, I’ll look it over and get back to you about the position. Or if you had 10 seconds, hey Dakotta, got your resume, but it doesn’t look like you’re a fit because you’re missing this.

What really frosts my cookies is when you go in for an interview and you never hear feed back. C’mon, working in HR you know where that gets you. This isn’t really a rant as it is etiquette 101 .. okay it’s a RANT. If you receive correspondence, reply to it. If you see someone, close out with them. I could only imagine if an employee doesn’t have time to close with a fellow HR person how they could treat other complex positions or clients.

I think I speak for a large number of candidates when I say get back to your clients!

Etiquette, in a general sense, refers to conventional rules of social behavior or professional conduct. In a business context, etiquette means a set of rules that guides personal interaction to ensure a comfortable atmosphere that invites mutual respect and communication and helps one through the social dynamics of the job search process. Etiquette is much more than just minding one’s manners – it requires outward action as well.

The key element of the recruiting process includes courteous and professional communication. Recruiters work in a competitive environment and depend on networks to win at business. They have the ability to build and maintain strong relationships. While operating in the business world, good etiquettes should be exercised to get driving results.

A recruiter’s etiquette is vital because a rude or discourteous behavior can damage working relationships and tarnish great results. Recruiters can avoid the pitfall of rude behavior by maintaining professional demeanor, exercising sound judgments and keeping a larger picture in mind. Rudeness in recruitment doesn’t pay, it is less purposeful and results from high stress levels, lack of training, or carelessness. Maintaining work-life balance strategies and managing time can decrease stress, boost up performance, and combat rudeness.

Shape up and treat candidates courteously! These candidates you talk with could be future hiring managers. Something I did that helped expand my network in Seattle was start my own tech list called WATechJobs (http://finance.groups.yahoo.com/group/WATechJobs/). I also started a California list because of the number I clients I was working with out there (http://finance.groups.yahoo.com/group/CAtechjobs/). These lists were primarily grown with all the tech candidates I built relationships with by following up and gaining a referral network with. Even if a candidate did meet the qualifications when they applied or didn’t receive an offer I would always turn that into an opportunity to say: I’m sorry it didn’t work out, I’ll let you know of any future positions that will come up. Do you know of anyone else that might be interested in … position? Also may I add you to my networking list? I would be happy to send you more leads via that list. 

Remember, it is the recruiter’s job to develop a respectful relationship with all the candidates who apply for jobs in their company.

Many recruiters should brush up their people skills from the simple courtesy, to the all important follow-through. It can help the recruiter to go a long way towards making their recruitment experience successful.

In Short:

1. Get back to your candidates!
2. Network with all candidates!
3. Build a job list serve for your company or yourself.

About the author:
Dakotta J.K. Alex, social networking director and author of “Damn, I Need a Job. Again!” and “The Recruiters Guide Book,” is a Global HR Solutions Consultant specializing in human capital recruitment, process management and career analysis in the US, Europe and China. Dakotta and his team are always looking for challenging projects. With over 9 years of consultancy experience he has found his niche in the social networking arena and now runs the 3rd largest recruiting network forum http://www.RecruiterGroups.com in addition to a candidate / recruiter forum known as http://www.AskTheRecruiter.com. Information regarding Dakotta’s other ventures, books, and articles can be found at http://www.dakotta.com.