What we can learn from Oprah:
Candidates and hiring managers may benefit from her advice
by Scott White

Oprah Winfrey won the Bob Hope Humanitarian Award a few years ago. I got choked up. Her words stuck with me. In those few minutes, when she made her acceptance speech, I understood why Oprah had captured the hearts and minds of millions of people. She “gets it.”

Oprah talked about the importance of being a good human being. She said, “The greatest pain in life is to be invisible ... we all just want to be heard … we all are just regular people seeking the same thing … we all just want to know that we matter … we want validation …we want the same things.”

Many of our clients and candidates ask us how they can do better in the recruitment process. The answer is easy – treat people with courtesy and respect. Treat people like they matter. There are real life human beings behind resumes. Behind the interviewing desk are busy people with the tough tasks of identifying and hiring candidates with the right technical skills who will fit into the culture, while doing other aspects of their job, too.

One of my former clients is looking for a new job – and the experience has been jarring. When we worked together, I was impressed by how he treated candidates with respect. He provided constructive feedback rapidly and made decisions in a timely manner. If he did not have an answer, he would call and let me know so the candidate would not be left hanging. If he had a client emergency, he made arrangements for someone else to conduct the interview. When we had to tell a candidate “no,” he went out of his way to cite positive things about the candidate. Candidates appreciated the candid and timely feedback (even when they were passed over) and had a favorable impression of the company because of their experience.

Now, on the other side, he is seeing the process unfold differently. As a candidate, he has been encouraged by initial feedback - “We want to get you back in here quickly.” Or, “This position is a top priority. I want you to meet so-and-so as soon as possible.” But then several days pass. No calls, no emails. He calls, but gets no response. Perhaps the hiring manager is swamped. Maybe she had a change of heart. It could be that she does not feel comfortable delivering bad news. Who knows?

Candidates also need to take responsibility in the search process. The candidate who is late, unprepared or fails to show up for an interview gives a negative impression that is almost impossible to overcome. Job choices are often difficult and ambiguous. Reasonable people change their minds. It's fine for a candidate to withdraw from a search, however, he or she is expected to close the loop and communicate with the company that has invested time and energy in considering their candidacy.

Sometimes it's difficult to know how best to follow up. Calls and emails are appropriate, but a barrage of voice mails and email messages can give a negative impression. Well-crafted handwritten thank you notes stand out and are remembered, whether that candidate is hired or not.

I recently had to phone a candidate and tell him that he was not going to be considered for a position he had his heart set on – not my favorite part of the job. “Thanks so much for calling to let me know,” he began. “So many people would never have taken the time to call – I appreciate it.” He subsequently referred several outstanding candidates to us. He mattered to us – and he knew it.

There is a clear business benefit to treating people with respect during the search process. Organizations can reap the rewards of positive publicity when they treat people well – word of mouth good will, referrals of other candidates, or new business leads. Candidates can also fare well, as they can expand their network or be offered employment (full-time or consulting) at some point in time. Who knows – maybe the person you interview one day will be interviewing you for a job or be a decision-maker on business you are pitching.

Tips for Hiring Managers & Recruiters:

• Keep candidates in the loop, even if just to let them know you have no new news.
• Tell candidates “no” in a timely manner.
• Tell candidates whom you are not sure about pursuing about the status of the search and when you might know about next steps.
• If you plan on moving candidates to the next level, let them know they are being considered.
• When you opt not to pursue a candidate, try to find at least one positive thing to say about their capabilities.

Tips for Candidates:

• Come to an interview prepared. Don’t ask questions whose answers can be found on the company’s website or on a quick on-line search. Have specific example/case studies in mind to demonstrate your experience.
• Arrive on time.
• If you withdraw from a search, tell the recruiter or hiring manager directly.
• Don’t burn bridges. If you are no longer being considered for a position, refrain from making defensive or angry statements.
• If you have a positive experience during the recruitment process (regardless of the outcome), keep the relationship going and expand your network.