In part one of this article, we noted how frustrating it can be to lose a qualified applicant during the recruiting process—especially if that person walked away because of something the organization could have done differently. We began outlining some tips for recruiters and hiring teams to improve the candidate experience to minimize how often this happens.
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Here are more tips on improving the candidate experience:
- When appropriate, make the communication personal. While we noted yesterday that sometimes a generic form or letter is acceptable, the key is that it’s only acceptable in some cases. In many cases, however, it makes much more sense to follow up personally. For example, if you’ve gone through the entire recruiting process and had an interview with someone, at least have the courtesy to follow up with them personally when communicating that he or she has not been selected for the position. That person has likely invested a significant amount of time and energy into the application process, and it can leave a sour taste to simply receive a form letter as a rejection.
- Show that you are serious about the job by ensuring the interview setting and process are professional. If a candidate shows up for an interview, and the interviewer is late or appears unprepared, that clearly does not set a good impression for the candidate. Ensure the hiring team is prepared, professional, and has allotted the appropriate amount of time for the interview. Train everyone involved in the interview process to ensure it goes smoothly.
- Be clear about the job expectations every step of the way. This includes sharing both the positives and the negatives about the job. If the work environment will be difficult, say so. If the expected hours will be long, be clear about that. There’s no use in hiding the negative aspects—doing so will only frustrate a new hire and lead not only to increased turnover but also to a diminished employer reputation. Of course don’t be negative the whole time, but don’t mislead anyone either.
- Don’t forget about the person once the job has been offered and accepted. Firstly, this means to provide communications about next steps even after the job has been offered. Be sure to always be on the same page with the new employee. Next, remember that the candidate experience doesn’t end there—the first few days and weeks of employment are critical in forming the individual’s opinion of the organization and whether or not he or she hopes to stay long term. Don’t short-change the onboarding process; ensure the new hire gets proper introductions and training and is met with a fully-prepared workspace and tools.
Remember that even if you’re not having a difficult time filling open positions, there are still good reasons to ensure that applicants have a good experience. In today’s hyperconnected world, there are a lot of places job applicants can (and do) talk openly about what it’s like to apply for your organization. Gather up enough negative reviews of the application and recruiting process, and it could very well affect your future ability to get good applicants. This can affect the overall employment brand, which in turn can harm future prospects and can even erode the morale of existing employees over time as the employer loses its reputation.