As recruiters (whether external or part of an internal TA team) - we play a crucial role in shaping the candidate experience. For Trapeze HR, we see ourselves as an extension of our client's brand, sharing their story in the market to attract the best talent for their business.
The last 18 months haven't been great for tales of positive candidate experience and we are shocked on a daily basis hearing the awful stories of ghosting, long delays for feedback, decisions and worse.
This isn't difficult stuff to improve - it's just about being a little bit more bothered and imagining that the candidate at the end of the experience is a family member and therefore someone you really care about.
Here are 10 simple tips and strategies you can implement to drive positive change.
1. Transparent communication
- Timely updates: Keep candidates informed about their application status at every stage of the hiring process.
- Set Expectations well: Clearly communicate the steps involved in the recruitment process, including timelines and what candidates can expect. Stick to the deadline agreed even if there is no news.
- Feedback: Provide constructive feedback to candidates who are not selected, helping them understand areas for improvement - dig that feedback out from hiring managers - we have a moral responsibility to our candidates to find out why someone wasn't right - they deserve to know.
2. Efficient processes
- Simplify application process: Make the application process as straightforward and user-friendly as possible, minimising unnecessary steps.
- Use technology wisely: Implement applicant tracking systems (ATS) and other tools to manage applications efficiently and ensure no candidate falls through the cracks.
3. Get personal
- Tailored communication: Personalise your messages to make candidates feel valued. Address them by name and reference specific details about their application or interview.
- Personal support: Provide tailored assistance and resources to help candidates prepare for interviews.
4. Be kind and respectful - ever heard of empathy?
- Timeliness: Respect candidates' time by conducting timely interviews and providing prompt responses.
- Genuine engagement: Show genuine interest in candidates' experiences and career aspirations. Make them feel heard and respected throughout the process.
5. Candidate-friendly policies
- Flexible scheduling: Offer flexible interview scheduling options to accommodate candidates' existing commitments.
- Remote options: Provide options for remote interviews, especially for initial rounds, to reduce the burden on candidates.
6. Consistent branding
- Employer brand: Ensure that the company’s values and culture are clearly communicated and consistently reflected in all candidate dealings/interactions.
- Positive online presence: Maintain a positive presence on social media and review sites to attract candidates and enhance the company's reputation.
7. Interview training
- Recruiter training: Regularly train your recruiters and hiring managers on best practice for candidate experience, including empathy, communication and diversity awareness.
- Continuous improvement: Gather feedback from candidates about their experience and use it to continually improve recruitment processes.
8. Feedback mechanisms
- Surveys: Implement post-interview or post-application surveys to gather candidates' feedback on the hiring process.
- Act on feedback: Use the feedback to identify pain points and areas for improvement, and make necessary adjustments to the recruitment process.
9. Fairness and inclusivity
- Bias reduction: Implement measures to reduce bias in the recruitment process, such as blind recruitment techniques and diverse interview panels.
- Inclusive practices: Ensure that job postings, recruitment materials, and the interview process are inclusive and welcoming to candidates from diverse backgrounds.
10. Onboarding Integration
- Seamless Transition: Ensure a smooth transition from candidate to new hire by integrating onboarding processes with recruitment. Provide new hires with all the information they need to start their new role effectively.
By focusing on these strategies, recruiters can significantly enhance the candidate experience, making the hiring process more positive and engaging for candidates, and ultimately benefiting the organization through better talent acquisition.
This really is not rocket science - it's best practice.
You also never know when you might cross paths with candidates in the future - they might become your client in the future and people dont tend to forget a negative experience.
Please get in touch with me if you'd like to discuss this or any other recruitment-related topic or HR hiring need - I'd love to hear from you, [email protected]
