Though not every job candidate will end up working for your company, how they perceive the hiring experience can have a lasting impact on Talent Acquisition. A great candidate experience often leads to a larger candidate pool and a stronger company brand. Since every company has the opportunity to make a positive impression, the Talent Board recognizes companies with the best candidate experience in their annual CandE Awards. Here are four tips on how to not only provide a great candidate experience but also put you in the running for an accolade.
Keys to Success:
Though the interaction between the recruiter and the candidate play a significant role in the recruiting process, the “devil is in the details” and your coordinators can make or break an experience. Whether managing the logistics of interview scheduling and/or site visits, ensuring that the interviewers show up on time (or just show up!), or checking in with the candidate throughout the day, the coordinator often represents your organization’s first impression. Has anyone thought to bring a snack basket with drinks to a candidate’s interview? I had a coordinator who considered this small detail, and the candidates raved about the thoughtfulness. They seemed to barely remember anything else when asked about their day.
Get Back to Candidates
The Talent Acquisition team needs to remember what it felt like to be a candidate. I think almost every candidate will agree that not hearing back on the status of their resume is a pet peeve. Candidates will usually assume that they did not get the job if they do not hear from you, but that does not mean they should have to wait. While a personal email speaks well for your company, if that does not work given your volume of candidates, at least setup an auto-response to decline candidates at the end of each search.
Make the Application Process Easy
Some companies tell you upfront that it takes as much as 20 minutes to apply for a job. In those instances, at least you know the time commitment upfront! It can be much worse when candidates get into the middle of an application process and then realize that the application keeps going and going. A lot of strong candidates will drop out if they get frustrated by a lengthy process. Take a look at your current application. Do you really need to ask everyone to fill in each place of employment, with references, back 20 years, when they most likely will not even be phone screened? We set up a process where candidates upload their resume and then answer 5-6 questions. Once a candidate is in the process, we then ask for a complete application.
Train the Hiring Manager on Interviewing Techniques and the Interview Process
This can be very difficult to do since most managers believe that they already know how to conduct an interview. However, this helps ensure that the candidates have a more positive experience. A good hiring manager should ensure that the interview team members refrain from asking or probing for the same competencies. Nothing irritates a candidate more than having five different interviews with essentially the exact same set of questions. Even worse, an untrained interviewer who does all of the talking decreases the time available for the candidate to tell his/her story.
To design a great candidate experience really requires you to put yourself back in the shoes of someone looking for a job. The little things can add up and ultimately result in a positive or negative experience. Companies do not want to lose candidates due to a cumbersome or poor application and interview process. Besides, the candidate that was declined today, could become one of your best customers down the road.