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1. General Communications
Prompt, effective and clear communications with applicants are key to maintaining good community relations and ensuring that well qualified people want to work at the campus. Contrary to popular belief, all communications with applicants do not have to be funneled through the Employment Office. If a verbal inquiry or complaint is received by the Unit, it is often more effective for the Unit to handle the initial response.
Responding to Applicant Inquiries for Additional Information about the Job
- Part of the process of finalizing the recruitment strategy will include determining what approach you wish to take regarding providing additional information and who the contact will be. All applicants who make similar inquiries should receive consistent information.
- Information that is provided by the Unit to applicants may include:
- Copy of the full job description
- Organizational Chart
- Information about the Unit’s mission and goals
- Clarification about the work schedule or other special conditions of employment
Respond to Other Applicant Inquiries
- Units may provide the following kinds of information in response to applicant inquiries:
- Size of the pool
- General characteristics of the pool
- Number of applicants selected for interview
- The criteria the unit used to evaluate applicants and the general process followed
- The criteria the applicant did not meet as strongly as other applicants
- Units should not provide the following kinds of information
- Who else applied for the job
- Any information about individual applicants
Final Communication
- After your selected candidate has accepted the position, you should notify applicants who were interviewed but not selected that the position has been filled.
- If you did not do so earlier in the process you should also communicate to those applicants referred but not selected for interview or alternate that the position has been filled. You can do this either by phone or by letter.
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