How do you create and maintain a positive and engaging candidate experience for technical candidates?

After receiving a lot of positive feedback from interviewing experiences, I wanted to share my tips in creating a positive candidate experience. In the first initial call I make sure to give them background on the company, the full names and LinkedIn profiles of the managers they will be speaking with and highlight all the "must have's" the hiring managers are looking for so they can be prepared. I make sure I'm staying connected with them throughout the process with timely responses, and work with hiring managers to get their interviews scheduled ASAP so there not waiting. I check in after each interview and show my support through to offer. It is our responsibility as recruiters to ensure our candidates are set up for success!

Comunica??o transparente: Mantenha os candidatos informados sobre o processo de recrutamento, prazos e próximos passos. Responda prontamente às suas perguntas e forne?a feedback construtivo. Desenvolvimento de marca empregadora: Destaque a cultura da empresa, oportunidades de crescimento e benefícios para atrair candidatos talentosos. Simplifique o processo de candidatura: Torne o processo de candidatura acessível e amigável, minimizando a burocracia e simplificando os formulários.

To create and maintain a positive candidate experience for technical candidates: Clear Communication: Clearly communicate role details and the interview process. User-Friendly Application: Simplify and optimize the application process. Prompt Responses: Respond quickly to applications and inquiries. Transparency: Be transparent about company culture and values. Engaging Job Descriptions: Craft compelling job descriptions highlighting impact and growth. Interactive Assessments: Design relevant and feedback-rich technical assessments. Inclusive Panels: Ensure diversity in interview panels for an inclusive atmosphere

Any candidate wants to feel heard and understood. A lot of recruiters dive in with details of the company, role, opportunity...without even knowing what that candidate is actually motivated by or looking for. They simply want CV's to jobs and it kills the candidate experience. Take the time to fully qualify their needs, career goals, ambitions and what's really important to them. Asking "have you had the chance to sit down and really think about what your ideal next role would look like? If so I'd love to hear it!" is a great question to open the convo up. Consistent communication after the first call is super important. Follow up with an email soon after with details of your chat and stay in touch every few days.

How do you create and maintain a positive and engaging experience with any human being? By being honest, transparent and behaving professionally. Are technical candidates in any way different from normal human beings?

At the end of the day, it's all about managing expectations & communication. Let them know - on the first call - what the expected timelines are for feedback on submission & after interviews. Further - be transparent on feedback, whether it be positive or negative. Even if it's negative, they'll appreciate it. The candidates can use this to improve their job search, while you can keep an open line of communication with them if new roles open up in the future.

Take the time to understand each candidate's motivations, aspirations, and goals. Instead of focusing solely on selling the role, ensure that it aligns with the candidate's career aspirations and plans. Communicate openly about the role, including tech stack, project, and salary. Be transparent about the interview process to set clear expectations from the beginning. Supporting candidates throughout the entire process is crucial. Keep them updated, check in regularly, and provide transparent feedback whenever possible. Even if a candidate doesn't progress to the hiring stage, maintain engagement; follow up with relevant events, and share industry news or tech events that may be of interest to them.

Clear communication throughout the tech interview process is key to a positive candidate experience. It's not just about interviewing anymore—it's about how a recruiter preps the candidate for each step. For example, if Candidate X is passionate about LLD but lacks experience, informing them about the interview focus and providing targeted prep can make a big difference. This approach not only sets candidates up for success but also shows them that we genuinely care about their growth and fit within the company. Let's make the process engaging and supportive!

I like to communicate everything on the initial call and give my candidate's perspective on when they can expect feedback and more information regarding further steps in the selection process. But, we all know that sometimes feedback can take longer than usual, and in this case, it's important to communicate that as well. Simply send an email or a LinkedIn message saying the truth, set another deadline for the feedback, and leave the open door for their questions in the meantime. Communication is a two-way street and candidates should be informed about the status of their application.

If a candidate does something for you, acknowledge it and set expectations within 24 hours. If someone does an assessment, is interviewed, sends in their take home assignment, etc., acknowledge it within 24 hours. And if you won't make decisions for a week or two, let the candidate know. "Hey, thanks for your time yesterday. We won't make decisions on next steps until late next week. I'll touch base then. And if anything changes or I can help you before then, please reach out." That's all it takes, and is much more reflective of the culture and what it's like to work at most organizations.

I had a candidate who was very excited about the opportunity. She had gone through several rounds of interviews and was clearly qualified for the role. However, when I called her to schedule her final interview, she was unavailable during the times that I offered. She was a working professional with a busy schedule, and I couldn't ask her to take time off of work to interview. So, we worked together to find a time that worked for both of us. She was very appreciative of my flexibility, and she ended up accepting the job offer. This experience taught me the importance of respecting candidate time and effort. Technical candidates are busy and in-demand professionals.

The time invested by each candidate should be equal to that of the Hiring Manager/Recruiter to share appropriate feedback. We have many amazing tools that can help us transform the email 'thanks, our client decided to move forward with another candidate' into an interesting and mutually beneficial feedback process.

Agende entrevistas em horários convenientes e seja pontual. Enviar um link para o candidato agendar pode ser interessante. Reduza a quantidade de entrevistas necessárias, combinando etapas sempre que possível. Forne?a feedback em tempo hábil após cada etapa do processo. Se o candidato n?o for selecionado, ofere?a feedback construtivo que possa ajudá-lo em futuras oportunidades.

Respect the candidate's time as if it were your own. There will be times when making a phone call is necessary. But there will also be times when a simple text or email will get the job done AND let the candidate know that your respect their time. If you can prove that you are consistently considerate of their time, the candidate will learn that when you call, it is important. So they will prioritize answering or getting back to you ASAP.

Minimize delays and inefficiencies in the recruitment process to demonstrate respect for candidates' time and effort. Streamline application processes, schedule interviews efficiently, and provide feedback promptly to ensure a positive experience and maintain candidates' interest.

Try to identify how potential employees first encounter your company’s brand. What and where can they see, hear, and read about the firm? Involve your marketers, SMM specialists, and PR managers in the analysis. Your brand's strengths may not be as obvious (and expensive) as you think. That can be the convenience of the recruiting process, absence of bureaucracy, ability to lead subprojects in the company or to influence product decisions. Understanding the needs of your audience and your employer brand will help improve your offer for technical candidates.

The interview process is your first opportunity to demonstrate your company culture. It's your first chance to set a tone and show you walk the talk. Do you have an friendly, welcoming culture? Do you have a culture that is open with information or hoards it? Do you have a culture that sets and meets expectations and timelines? Whatever you pride yourself on in your culture, evaluate your candidate experience through that lens. Most organizations fall well short of their expectations for themselves.

Even saying 'an amazing work culture' is something that sounds great and that everyone apparently has. It would be super helpful to share real examples that talk about themselves regarding the work culture you have: Instead of 'Open communication': Which communication channels do you have? Instead of 'Zero micromanagement': How many meetings do you have per week? Do you use a tracking system for hours? etc.

Ideally, by the time you contact a candidate they must already have heard about you. Be active on social media. Let people know what are the benefits of working for your company.

I always put my client first then put the job description and detail. As a member of a TA team. If don't give a brief about the clients then there is very less possibility of Candidates to get interested in my open requisition. Because some of the Recruiter called candidates without telling the client name and details they just want candidates get interested but candidates will only take interested if they know about the clients and get to know about that clients that they are from which specific industry.

Absolutely agree! Engaging the technical team in the hiring process not only demystifies the work environment for candidates, but also ensures a skills-fit. This collaborative approach enriches the candidate's journey, and fosters mutual respect right from the outset. The outcome: a more cohesive, productive team. - Implement peer interviews and job shadowing. - Showcase team's projects and invite candidates to present theirs. - Facilitate open Q&A sessions. - Ensure timely communication post-interview. Remember, each interaction influences your company's brand and talent attraction.

* Throughout the hiring process, communicate in an open and understandable manner. Make sure candidates are aware of the procedures, deadlines, and next actions. * Simplify the hiring procedure to cut down on time and eliminate pointless procedures. Technical candidates frequently value promptness and effectiveness. * Display Your Company's Values and Culture. * Make sure you follow up with the interview promptly. * Highlight opportunities for career growth and development within the company. Technical candidates are often looking for roles where they can continue to learn and grow their skills. * Seek feedback from candidates about their experience during the recruitment process. This demonstrate that you value their input.

A highly effective method for engaging technical candidates is through informal opportunity chats. These discussions, distinct from formal interviews, provide a pressure-free environment. Here, company stakeholders can openly share insights about their background and team culture, while candidates are encouraged to do the same.

In majority of cases, your talent acquisition team will not have a full fledged technical background. Technical people enjoy discussing with Technical teams to really nail down the details about the tech, projects, way of working etc. that they'll be dealing with. Always involve your Tech teams to assess the technical fit, but also to give a real glimpse of the day-to-day in the team, as well as to discuss technical nuances with candidates.

Engage technical team members and key stakeholders in the recruitment process to provide valuable insights and perspectives. Incorporate technical assessments, coding challenges, and project-based assignments to assess candidates' skills and fit for the role.

I have found it incredibly helpful to collect feedback from candidates post-interview. After each interview, I would encourage you to proactively reach out and gather the candidates' initial impressions and insights about the overall structure/experience. Each individual that you interview offers a unique perspective that can provide valuable insights for process improvement. However, gathering feedback alone is not enough. It is crucial to take the time to analyze and act upon it. By doing so, you not only improve the interview process and overall candidate experience but also demonstrate genuine care and commitment to continuous improvement.

Continuously improving the recruitment process requires genuine openness to feedback. Consider conducting exit surveys or follow-up calls to gather comprehensive feedback from candidates. This input should be systematically reviewed and used to refine recruitment strategies, assessment methods, and communication approaches, ensuring that the process becomes increasingly candidate-friendly over time.

Engage with candidates post-interview to gather insights on their experience. This feedback can highlight areas for improvement, whether it's communication clarity, interview structure, or the efficiency of the recruitment process. Acting on this feedback demonstrates to candidates that their opinions are valued, fostering a sense of respect and engagement. It also helps in refining the recruitment process, making it more candidate-friendly. This approach not only enhances the immediate candidate experience but also bolsters your reputation as a recruiter who genuinely cares about candidate needs, ultimately attracting more skilled technical professionals to your pool.

Seek feedback from candidates about their experience during the recruitment process. Use surveys, interviews, or informal feedback sessions to gather insights into areas for improvement. Act on feedback by addressing any concerns, refining processes, and enhancing the overall candidate experience.

Turn your rejected candidates into advocates by: - Providing detailed feedback - Show you care long-term - Expand possibilities by recommending other roles

Prioritize clear, respectful, and timely communication at every stage of the recruitment process, ensuring candidates feel informed, valued, and engaged.

It starts before the candidate is interested. Build your technical candidate network on LinkedIn. 1. Be real 2. Be kind. 3. Be helpful 4. Be responsive. It’s not just about doing your job and helping your company, it’s about assisting the candidate to achieve their career goals.

Share all steps of the process from the beginning and be clear about it, that is part of the work culture of the company as well. -How many steps the process will have? What will happen on each step? How is the technical assessment? Who will be involved in the process? etc. And... if something changes, explain reasons and context. Always.

Help and give advice to people even if you're not placing a candidate be a human and assist were you can. Candidates can become clients but also give recommendations.