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I tend to read a lot about how how jobseekers should act/dress/converse if they want a good shot at achieving the job of their dreams, but very little about the niceties expected of employers when they are interviewing someone for a job. With more Americans jobless than at almost any other point in recorded history, there are a LOT of people out there on the job trail. It’s easy for them to get frustrated and saddened by the wearing-down of being rejected again and again. Also, I’d imagine, it’s easy for employers to get jaded by the steady stream of people bombarding their door, all but begging for a position.

How can firms strive to be more courteous to job applicants – yes, even those that they don’t intend to hire? It’s important to look at the process from the point of view of the applicants. On a recent visit to a forum for unemployed professionals, one whole thread was dedicated to people who had been treated rudely or unprofessionally by certain firms. Here’s the thing to keep in mind: you might be quick to dismiss such a person as a disgruntled jerk who got turned down, but such comments lead to bad press. If you get a reputation as a place that treats applicants like crap, you could very well lose out on applicants that you actually want. Without a doubt, firms that get trashed repeatedly will end up with a reputation.

First of all, make sure that you acknowledge all applicants. This sounds like fundamental common sense and courtesy… but you might be surprised to hear that it doesn’t always happen in the job market. Regardless of how impressed you were, all applicants deserve a “thank you” for applying to your firm. This statement sends a professional, positive message letting them know that you appreciate the time and effort it took them to send their materials over and apply for your firm. You need not spend all sorts of time on this message – it can be a short little note or e-mail. The timeliness of this message is more important that anything else.

Another crucial step of improving your interactions with job seekers is being transparent about the application process. It is courteous and ethical to fill applicants in on the steps of the process (completing an application? sending in letters of reference? being interviewed by several different people ? completing assessment tools, etc.), and what will be expected of them. Keep in mind that you are trying to pick the best applicant, not the one who can find their way through a maze. Being honest about your expectations will help applicants feel more confident and will increase your chances of identifying the people who are right for the positions you are trying to fill.

Be sure to follow up on that last step by always informing applicants about the results of the process. Nothing vexes jobseekers than when employers say they will get back to them and don’t. Let’s face it – it’s pretty rude behavior no matter who’s doing it, and it’s twice as frustrating when you let someone get their hopes up and then fail to follow through. Even an e-mail back to a candidate about the process would be helpful to them, and might be able to help them identify areas of improvement for later opportunities. Don’t shy away from communication; put your money where your mouth is. After all, some companies, such as charities or nonprofits, are happy to take our financial contributions, yet are not nearly as responsive when we apply to them for jobs. All of a sudden, they forgot how to communicate. It makes them look bad.

If you are in a supervisory position at your company, be sure that the hiring staff working under you are well-trained, polite, and professional at all times. Keep in mind that these people will often form new employees’ very first impressions of your company. It’s easy to assume as an employer that you have great recruiters, but it is important to periodically get feedback from applicants. It’s not hyperbole to say that recruiters serve as ambassadors to your firm. I’ve heard many highly qualified job seekers who are excited to work for a firm but get very turned off by recruiters who are not well trained in the art of interviewing, are uninformed about the firm, or treat the applicants with a total lack of respect or professionalism (e.g., not showing up for interviews, not being prepared for interviews, asking illegal questions). You can be one of the best workplaces around, but if highly-qualified applicants are getting a bad feel from their first contact, they are more likely to pursue other opportunities. Yes, even in a down economy. If you want the cream of the crop, make sure that you are willing to cough up the same when it comes to your HR staff or recruiter(s).

Please don’t waste your applicants’ time or abuse their good nature, either. It’s true that, nowadays, people are desperate for a foot in the door and may very well be willing to work for no pay or little pay just to get experience with a particular firm. It’s not that there is anything inherently wrong with this practice; it’s part of the modern-day job search. On the other hand, please just make sure you are not taking advantage of the job seeker. For every inspiring, motivating tale of how about how some go-getter, highly motivated individuals were able to turn these “volunteer” activities into paying jobs, there are several, demoralizing others about how some firms exploited people during these tough times. I’ve also heard examples of how some companies have told an applicant to relocate for a job, but after moving their entire family they were told the job no longer existed. That sort of thing just shouldn’t happen… period. Don’t be the jerk who does it to people.

Here’s the straight dope: professional courtesy is a street that goes both ways. If you are expecting well-mannered, polished applicants that come in ready to sell themselves to you with gusto and aplomb, be ready to woo your applicants in a way that makes them desperate to be accepted! Respect and professionalism are a must from both sides of the job application process, no excuses accepted. Yes, the economy strongly favors employers at present. Big deal – that doesn’t give you license to treat people like dirt, just as job seekers may not act pompous and arrogant in cases when there are a lot more positions than qualified applicants. It is the RIGHT THING TO DO to treat all people with courtesy and kindness, and that applies to job seekers as well. Remember that they are not only your applicants, but also your potential customers.