As I read the lead article this morning on the ERE titled "The No. 1 Frustration of Your Job Candidates" I stopped to think - When did recruiters start caring about their candidates?  Before you jump all over me and tell me how you are different and your company is different and how you LOOOVVEEE the job seekers - Read on.
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# R* ~: f& p: }* [9 b- _I myself was never in an organization whose goal it was to make the life of the job seeker the easiest.  Instead, most companies were more worried about the hard metrics and the numbers vs. the quality and personal touch.  Even some of the most personal "family" oriented companies that I have consulted with flat out treat job seekers like they have lepracy.  Why?  Because of the extra time it takes.    Still don't believe me?  Let me show you some of the ways we LOVE our job seekers and candidates.* g: i$ c* Y4 x% z, p( x4 r! ^

+ v1 o5 Y0 u2 l$ e( q( z) @+ D1.  We don't even acknowledge that they apply for a job.  Honestly, is setting up an autoresponder or having an intern do bulk reply to your emails that hard.  While it is easier to do with a fancy Talent Collection or Applicant Tracking system, I have been able to help companies with only an email program set it up.4 i: A4 O+ u: U7 j
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2.  We don't let them know the job was filled -- Even if they phone screen or interview with us. I can understand the fact that if you still don't have a system this is a little more difficult to do with everyone.  Think about the person that took time out of their day to have a conversation with you - qualified or not.  Don't they deserve an email or letter at least thanking them for their time and notifying them that another candidate was selected?! z& u: w- n3 s4 o- }) E3 y

. n, F* {  J9 G) D/ n3.  (My Favorite) The 2 hour online application to get into the Applicant Tracking System.  Ok, so I exaggerate a bit - Honestly, do you really need all of that information for someone upfront?  This is where Talent Collection systems are running into the picture and jumping ahead of an ATS at large companies.  It is like a battle of wills on who is willing to sit thru these forms, from my experience with companies some are really 35-50 minutes long to complete.  Think about it - do you want to fill out a form like that?  My taxes don't even take that long and I itemize!
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4.  We drag the interview process out over multiple days, weeks or even (YIKES!) months.  My favorite company that I worked on a contract for would often drag the process out for a mid-level candidate (50-60k/yr) to 6-10 weeks.  Often, the candidate would need to take multiple days off of work and potentially turn down other offers.  Frequently, they lost great candidates - candidates that were initially willing to be paid under market value for the culture.  When the problem was addressed with the organizational leaders the attitude was - If they want to work here they will wait for us.  One candidate waited 9 months and 7 interviews only to be rejected in the end.

5.  We don't remember the good people that weren't right at the time.  All of us have had people come across our emails that were phenomenal, but not right for the job.  We all say that we will keep a resume on file, and with all good intentions we probably do.  Somewhere.  But where?  In a closet filled with banker boxes of resumes in a random order or a large file room with rows and rows of paper or if you are really lucky in an applicant tracking system that will store it for you electronically.  The problem with those solutions is that it is still up to the recruiter to be proactive.  And well the intentions are good.....
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1 G% o5 O, T6 r8 K/ |So - like it or not- I proved my point.  We haven't been trained to be job seeker lovers.  That is OK.  The important thing is that we can see the other side.  No, we don't need to start sending ecards to everyone who doesn't make the shortlist - but we do need to understand that times are changing.  The candidates you had falling all over you since 2001, you will soon be begging for.  Even better - they will make fantastic networking members if you need someone else from their company or industry.  Keep it in mind as you talk to job seekers.  Appreciate that they want you hire the best person, and good or bad, they think that they are it.
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Keep this especially close to your heart if you have a product or service that you sell or promote out.  Our generation isn't shy about talking about who they are interviewing with and how great it is (or how awful).  In addition to talking about it, they will also be blogging it out, IM'ing it out, and potentially putting it up on sites where potential users of your product or partners will go.  We have 1 business around here that is notorious for the way they handle the candidates.  It is like a cattle call for professionals.  What has happened?  Word spread quick and now the only people that apply are those unemployed and desparate.  The best of the best know they command more respect.
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My goal from this is to make you look at your current process.  If you have a few of these "ways we love" in your organization, it may be time to search for an alternative method.  Maybe a system to help you manage the people, maybe a consultant to come in and make changes to the process, maybe it is just a talk with your team reminding them that they are there to MATCH the best people to the best jobs.  Whatever it is - we need to rethink how we think about candidates and I love that Yves brought this to forefront.