How To Offer A Better Candidate Experience
Those candidates you just sent that mass rejection email to? Trust me, they are going to tell their friends and family about it. What impression do you want to leave candidates with? Word of mouth is a powerful marketing tool, and a poor candidate experience can put a sour taste in their mouths for a long time.
Don’t underestimate the power of treating every candidate with respect. Show them you value their time and effort. It will go a long way to showing what your business stands for and attracting the type of candidates you are looking for. Here are some of the best practices to offer an exceptional candidate experience.
Nurture Candidates’ Interest
Maybe they’re interested in your company but you aren’t looking right now. Or perhaps you loved their first interview, but their follow-up missed the mark.
You need to have a way to stay connected with candidates, especially the ones who were so close, but just not there yet. Social media is a great way to keep in touch. Encouraging candidates to keep in contact makes your business approachable. Who doesn’t want to hire a candidate who is already engaged and involved in your organization’s community?
Put Process Everywhere
Unless your application process is a simple attachment of a cover letter and resume, make sure your application process is well laid out, easy to find, and straightforward. You need to make it as easy as possible for the best of the best to apply.
If you are asking candidates to follow a specific process, attach detailed portfolios, or understand a complicated interview process, consider using a video to show exactly how you want applications sent or include a FAQ section.
Personalize Your Emails
Let’s all stop it with the run-of-the-mill auto response. Sending automated emails is not technically bad practice, but putting in the time to make them sound human can go a long way. To go a step further, consider linking to your blog or an explainer video on the company, or adding social links.
Be in Contact
Recruiters and HR managers should remain in contact with candidates during the whole process. If the process is taking longer than expected, let the candidate know. Even if there is no news, checking in and giving updates is a way to show candidates you are taking the process—and them—seriously.
If you are unsure of timelines or things are slowing down because a new project landed in your lap, put the candidate in charge. Ask them to call or email after a certain time or in X number of days. This gives them a sense of control and gives you time to make your decision.
Give and Receive Feedback
The only way candidates can improve or refine their interviewing skills is to understand their mistakes and fix them. Letting a candidate know they are no longer being considered for the sales role doesn’t have to be awkward. It can be a constructive conversation so both sides can improve.
By telling someone where they fell short, they can learn and do better next time. How your company rejects candidates will have either a positive or negative impact on your brand. By trying your best to help those you reject, you can be part of their improvement process rather than a hindrance.
Also, make sure to ask candidates about their experience to help you tweak your hiring processes, re-evaluate your job descriptions, align expectations, and get a better sense of how your business is seen by job seekers.