Taking a Candidate-Centric Approach to Recruitment

Every business will need to hire at some point, unless you’re a sole operator. Recruitment is one of the most time-consuming, costly, yet impactful activities a business can undertake. However, many hiring managers lack proper training or experience in recruitment, which can lead to ineffective hiring decisions.

If you’re looking to grow your business, it’s crucial to refine your hiring process. Even if you use a recruitment agency, there’s still a lot you need to do internally to get it right. One of the biggest mistakes hiring managers make is assuming they hold all the power in the hiring process. This outdated mindset can cost you great candidates.?

Instead, adopting a candidate-centric approach—where you treat candidates like potential customers—can improve the recruitment experience and help you attract and retain the best talent. Here are five key steps to hiring with a candidate-centric focus.?

1. Rethink Your Application Process?

A candidate-centric approach starts with making the application process as easy and engaging as possible. If you’re still asking for cover letters, it’s time to rethink your approach. Many candidates—particularly from younger generations—are unlikely to provide one, or they’ll simply use AI to generate a generic response.?

Instead, consider offering applicants a 15-minute phone call to understand their motivation for applying. Alternatively, allow candidates to express their interest in a format that suits them—whether that’s an email, a short video, or even a creative submission like a presentation or portfolio.?

It’s important to think about who your ideal candidates are and how they prefer to communicate. Matching your application process to their preferences can improve engagement and attract a wider pool of talent.?

2. Communicate Clearly Throughout the Process?

One of the biggest frustrations for candidates is poor communication. Keeping candidates informed at every stage is key to maintaining their interest and ensuring a positive experience.?

Communication isn’t just about letting candidates know where they stand—it’s also about understanding their needs and constraints. For example, if a candidate is in a high-pressure job and can’t attend an in-person interview right away, consider offering a video interview as a first step rather than rigidly sticking to your standard process.?

Another essential question to ask candidates is whether they’re applying for other jobs. If they are, and your process is slow, you risk losing them to a faster-moving employer.?

3. Improve Your Selection Process?

The selection process is arguably the most critical step in hiring the right candidate. Unfortunately, many businesses still rely on informal coffee chats rather than structured interviews and assessments.?

To make better hiring decisions, consider:?

• Using structured interviews with clear criteria?

• Incorporating job-related assessments (such as work samples or skills tests)?

• Including psychometric assessments where appropriate?

• Training your hiring managers to conduct fair and effective interviews?

The goal is to create a process that allows candidates to showcase their skills, experience, and cultural fit, rather than relying on gut feel.?

4. Provide Constructive Feedback?

Many employers fail to provide feedback to candidates, which can leave them feeling frustrated and disengaged. Giving timely and specific feedback—whether positive or constructive—helps candidates improve and fosters goodwill.?

Even if you’re delivering bad news, simple feedback like:?

• “You presented yourself really well and gave strong examples of your experience.”?

• “We felt another candidate’s experience was a closer match, but we’d love to stay in touch for future roles.”?

Additionally, ask candidates for their feedback on your process. Were they given enough information? Were they kept informed? Would they recommend you as an employer? This insight can help you refine your hiring strategy.?

5. Build Long-Term Relationships?

A candidate-centric approach goes beyond the hiring process. Even if a candidate isn’t the right fit for a current role, they could become a great hire in the future—or even refer others to your business.?

Stay in touch with promising candidates and maintain a positive relationship. Ask for their permission to stay connected, whether through LinkedIn, a talent pool, or a company newsletter.?

Remember, your employer brand matters. Candidates talk, and their experience with your hiring process will shape how they speak about your business to others.?

It is important to remember:?

Hiring isn’t just about filling a role—it’s about attracting and engaging the right people who will help your business grow. A candidate-centric approach ensures you not only find great talent but also create a positive reputation as an employer.?

By refining your application process, improving communication, strengthening your selection criteria, providing feedback, and building long-term relationships, you can transform the way you hire and set your business up for success.?