When it comes to the job search process, potential candidates are seeking a smooth and informative interview set up that will be worth the time and effort spent on each application submission.
With that said, hiring managers should return the favor to each applicant, no matter who they decide to go with when it's all said and done. Providing constructive feedback and following up in a timely and sensitive manner with people who are still looking for work should be a part of every company's procedure if they want to shed the best light on the type of business they really represent.
Candidates who strike out the first or second time may end up being the perfect candidate for a different role that is better tailored to their skills. They may also end up being a proud advocate recommending other friends or family to your company in the long run (if you treat them right) because courtesy, kindness and respect can eventually go a long way.
Below, nine members of Forbes Human Resources Council share their best practices to create a good job application process for candidates, especially if they are not a good fit at the current time for your establishment.
Forbes Human Resources Council members share their input.
Photos courtesy of individual members.1. Be Courteous And Considerate
Follow up is key. In a world dubbed as the "Great Resignation," the candidate experience is very important, even if you are not moving forward with someone. Treat people with respect and courtesy by giving feedback in a timely manner. This will allow you to maintain the relationship. You never know if the candidate you end up hiring might be a referral from the candidate you didn't move forward with. - Angela Persaud, G/O Media
2. Don't Burn Any Potential Bridges
It is all about creating a great experience that starts with transparency and feedback; both are essential. The application process should showcase the best of what your company can offer and highlight what your differentiation factor is. While a candidate may not fit an immediate need, maintaining relationships with exceptional candidates that didn't work out is a great place to fill future roles. - JacLyn Pagnotta, Allied Partners
3. Communicate Effectively During The Interview Process
Regular communication with the candidate is important. Remember that the candidate’s experience impacts your employer brand and how they talk about your company whether they’re hired or not. They took the time to apply and possibly interview, so businesses should reciprocate by informing candidates of the good or bad news as quickly as possible and offering feedback as needed. This shows your company values their time and effort. - Chatelle Lynch, McAfee
4. Shine A Light On Your Company's Culture And Values
Think of the hiring process as the first step in the employee lifecycle versus just a pre-vetting process. A strong process enables the candidate to get to know you just as much as you are getting to know them. Designing a company culture and values-oriented interview is a great tool to proactively showcase what you stand for without the candidate even having to ask. - Natalie Rast, Stensul
Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
5. Treat Candidates With Dignity
Practice your employer brand with every candidate at every stage. Do not ever ghost a candidate. Even if the initial review eliminates the candidate from consideration, send some kind of note to the candidate with this status update so they feel acknowledged as a human and treated well by your company. Build brand recognition every step of the way, as you never know who your future talent will be. - Courtney Pace, Deloitte
6. Don't Drag Out The Decision-Making Process
Make sure to lay out the hiring process at the beginning so they know what to expect and don't allow more than 48 hours between hiring stages. You should hold hiring managers and stakeholders accountable for meeting that 48-hour window to let applicants know if it is a yes or no. Make sure candidates know they can reach out to you if they aren't hearing from the hiring manager. - Alex Pantich, Upshift
7. Utilize HR Automation Tools
Automating the interviewing and hiring process can still provide meaningful communication and is your friend here. It comes down to communication. Letting candidates know whether they’re advancing or not in a timely manner is key to a great candidate experience. - Joshua Siler, HiringThing
8. Consider A Follow-Up Phone Call
For unsuccessful candidates you have met with, a phone call follow-up is more personal than an email or text. Share specific feedback, and don’t procrastinate on closing the loop.Treat all candidates with respect and compassion, honoring the time and effort they put into the process. Streamline application steps as much as possible and allow applicants to view their status at each stage in the process via the applicant tracking system. - Jennifer Rozon, McLean & Company
9. Be Specific With Constructive Feedback
Always provide feedback, even when candidates aren’t successful. This will help them in their ongoing search. Also, ask if they’d like to join your talent community. Just because they’re not suitable for a role right now doesn’t mean they won’t be later. As a member of your talent community, they’ll learn more about your company and be the first to hear of any future opportunities. - Kim Pope, WilsonHCG
