How To Create A Positive Candidate Experience in 4 Steps
The recruitment process is a stressful time for both employees and applicants. Businesses place such a huge emphasis on hiring the ‘perfect’ candidate for the role, they often forget the importance in nurturing relationships with those who aren’t ‘perfect’ for the role. Don’t forget, when somebody applies for a job, they are taking a risk and putting their current job on the line. All applicants deserve a positive candidate experience and when you master this, you are providing your company with an excellent marketing tool. Here are our 4 steps to creating a positive candidate experience for ALL applicants:
- First Impressions are Crucial
It only takes 3-5 seconds for someone to make a first impression. This begins right at the outset when an applicant applies for a role. A person’s first interaction with your company is likely to begin at your website and from there, judgement and perceptions of your company are heavily shaped by their user experience at initial search stages. You may not realize the importance of providing users with a positive experience externally, but a poor website can tell an awful lot to an applicant about the kind of company they could potentially be working for. This first impression will proceed to heavily influence a candidate’s decision over whether they want to work for you or not.
- Honesty is the Best Policy
Companies who are honest and transparent about the roles they are recruiting for, are always the ones who are able to recruit the best candidates and maintain the best retention and employee satisfaction rates. Little white lies such as “you’ll hear from us either way” when you have no intention of getting back in touch; or “we are interested but still have some more people to interview”, when in actual fact you have extended an offer and are waiting for the candidate to except; all contribute to leaving a candidate feeling deceived and disappointed. Again, this type of behavior will certainly impact on your employer branding – don’t forget, word of mouth is a very strong tool. Avoid getting into a situation where your company is given a bad name all because you committed to something you never delivered on.
- Acknowledge ALL Applicants
Establishing and maintaining relationships is crucial if you want to successfully recruit new members to your team. Whether an applicant fits the bill or not, each person who has taken the time to apply for the role deserves your time and courtesy to let them know the situation. If the applicant is not right for that particular role, then contact them with a simple call or email to let them know that you will not be proceeding any further with their application but to thank them kindly for their application. This common courtesy throughout the recruitment process. It is imperative to create strong relationships with applicants, whether they are suitable for the role or not – because you never know when an unsuccessful candidate’s skill set and experience may become of significant value to your company. A staggering 70% of online applicants never receive a response if their application is unsuccessful. This disheartening statistic demonstrates the lack of importance placed on responding to applicants. Strong communication is a positive marketing tool – and lack of it demonstrates poor leadership and inadequate HR.
- Feedback is Key
The one thing that candidates truly hate when going through an interview process with a company, is when clients simply do not provide feedback following the interview. Candidates place a large importance on the interview, and go to great lengths to ensure they are fully prepared. A client who fails to provide feedback can do more damage to their own reputation than they realize. Whether it be that feedback is on your to-do list and you just haven’t got round to it; or that you didn’t feel the candidate was suitable and you will not be proceeding any further with their application, so therefore feedback is unnecessary, feedback is of high importance and must always be provided where possible. It can be hard to give negative feedback to a candidate, but even negative feedback is constructive and can be used to improve a candidate’s interview skills in their future endeavors. It also gives you the opportunity to seek feedback from the interviewee. This is a chance to review what you did well in the interview and what you could improve on in future interviews.
Our expert IT recruitment consultants are here to take the pressure off you when recruiting someone new. We liaise with candidates with the utmost care to ensure that their candidate experience is a positive one. Call us on 0207 788 6600 and let us help you Recruit Someone worth Recruiting.