Creating a positive candidate experience during the hiring process is crucial for securing a potential star applicant. From transparent communication to continuously improving the process, here are tips for fostering a positive candidate experience from application to offer letter:
Transparent Communication
It is extremely important to keep candidates informed at every stage of the recruitment process. This includes acknowledging the receipt of an application and providing updates to applicants regardless of the outcome. Communicate clearly via email, video or phone calls about timelines, next steps, and what to expect. The transparent and professional level of communication builds trust and helps mitigate fraud, as there has been an increase in fraudulent job postings and recruiter outreach on messaging services such as text or WhatsApp. Job searching and the hiring process is stressful for candidates, being respectful of their time and efforts with transparent and consistent communication is key.
Personalization
Tailor communication and interactions to each candidate whenever possible. Address candidates by name, acknowledge their specific skills and experiences, and personalize your approach to show genuine interest in their candidacy. Consider making the first level interview a video call (Zoom, Teams, etc.), this allows you to connect “face-to-face”, creating a personalized approach, while still being considerate of the applicants’ time.
Smooth Application & Hiring Process
Streamline the application process to make it as straightforward and user-friendly as possible, avoid lengthy forms and unnecessary steps that can deter potential candidates – this could include condensing multiple interview stages into 1-3 steps. As stated in a CNBC article, “Sometimes the answer to lengthy interviews can be as simple as companies not knowing what they want.” Processes that are unnecessarily drawn out with several steps and multiple decision-makers indicate to job seekers that there is a lack of decisiveness and structure.
Responsive Feedback
Provide timely and constructive feedback to candidates, whether they are progressing to the next stage or not. Special care should be taken to provide an appropriate and thoughtful response, especially to rejected candidates. Indeed’s “Guide to Giving Constructive Feedback”, is a great resource that defines constructive feedback, offers a guide for giving constructive feedback and provides a list of examples for you to reference. This step shows respect for candidates’ time and helps them improve their skills for future opportunities.
Engaging Interviews
Conduct interviews that are informative, engaging, and respectful. Prepare interviewers to ask relevant questions, actively listen to candidates’ responses, and provide a positive and welcoming atmosphere. It’s important to remember the applicant needs to be sold as much as the interviewer on the opportunity. By successfully explaining your Employer Brand, including all of the wonderful things about the position (i.e. culture, leadership team and the potential career journey for the successful applicant. Time and time again, we see employers shocked when their offer is rejected by the applicant. Often, this is due to a lack of a sales pitch.
Continuous Improvement
Regularly review and refine your recruitment processes to identify areas for improvement. Solicit feedback from candidates about their experience and use this input to make meaningful changes that enhance the candidate journey.
This is why many businesses work with their specialist recruitment firm of choice. At STRIVE, we are hyper-focused on a smooth application process, transparent and personalized communication, responsive feedback, engaging interviews, and continuous improvement. A positive hiring experience for candidates is a company’s first impression and is crucial in securing top talent.
If you are interested in having STRIVE review your current interview process and suggest any changes, contact us today.
