Businesses scarcely consider the fact that interaction with job seekers who don't get hired can carry a lot of weight. Potential employees who deal with the company as job seekers are likely to share their experience and share the organization’s practices with other potential hires. Even if the candidate doesn't get the job, it's a unique experience for the business to market itself for future potential employees.
If a company wants to get the cream of the crop, they need to invest in creating a positive experience for applicants. These 11 members of Forbes Human Resources Council offer their best advice on what a business that wants to generate a positive candidate experience should aim to do.
Members share their top strategies for creating a great candidate experience when hiring.
Photos courtesy of the individual members.1. Understand The Complete Candidate Journey
The reality is that the candidate experience is actually a journey that is the sum of all the "microexperiences" that they go through from beginning to end. You can't expect a candidate to have a favorable experience because you addressed one part of the overall journey. Walk in the shoes of your passive and active candidates from beginning to end and then see how you would feel! - David Bernstein, JobSync
2. Ensure Regular Communication
The one thing that all candidates crave is regular communication throughout the process. Set expectations on how and when you will communicate, what the process will be and how long it will take. Then be sure to follow through, be on time for calls or meetings and be transparent about a candidate's progress. Simple. But why are so many hiring teams and recruiters not doing it? - Danielle Monaghan, Uber
3. Demonstrate Your Company Values
A successful recruiting process attracts top talent and builds excitement about working for the company. It gives candidates a glimpse into their future work environment, so lean on your values. If your values promote innovation, then make sure your recruiting technology exemplifies innovation. If you promote trust, then make sure your communication with candidates is honest and transparent. - Ana Flor, ATTOM Data Solutions
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4. Use Recruiting Technologies
There are recruiting technologies that you could use to automate notifications to let candidates know if they are shortlisted to the next step at regular intervals, even if it's letting them know they were not a good fit. Send personal notes and guide candidates who reach out to you via email or social media, and they will remember you all their lives. - Sandeep Purwar, Bevov, Inc
5. Be Supportive, Make Them Feel Valued
For every person you interview, they are equally interviewing you. Between Glassdoor, LinkedIn and word-of-mouth, it's really important for a candidate to walk away from an interview feeling heard, supported and valued. The impression and experience will stay with them and they will recommend others for the job because they realize what a great company and opportunity it is. - Polina Wilson, Unruly ®
6. Provide Customer Service And Two-Way Education
Companies need employees that will deliver maximum contributions and candidates need a career that will offer maximum satisfaction. It's a two-way proposition. Ensure customer service in recruiting. Interview them and be interviewed by them. Paint the complete picture, including some challenges they will face. Candidates appreciate a true story and not a fictional sell. Give closure quickly. - David Alsop, Ultradent Products, Inc.
7. Treat Them As You Would An Employee
Treating a candidate as you would treat an employee has many benefits. You provide employees with feedback and suggestions for improvement, so do the same during the interview process. Regardless of whether you hire them, your feedback and suggestions provide candidates insight into working at the company, professional development, and knowledge they can use in future interviews. - Jeff Buenrostro, Metric Theory
8. Use A Candidate Decision Matrix
We use a candidate decision matrix to assist our candidates in making the decision that is right for them, whether or not it is to join our company. We care more about the candidate as an individual than we do about filling a position. This ensures that we are making the best decision for the company, and the candidate is assured that they are making the best decision for themselves and their careers. - Sherrie Suski, Tricon American Homes
9. Personalize Interactions
As recruiting efforts continue to support marketing as a company brand ambassador, each interaction with potential candidates offers an opportunity to leave a lasting positive (or negative) impression. So, recruiting teams should curate each exchange with personalized attention in their messaging and conversations. Doing so will win candidates over as advocates, even if they do not get the job. - Dr. Timothy J. Giardino, BMC Software
10. Don't Leave Them Hanging
Creating a positive candidate experience is so important! I recommend treating the process as a fact-find mission for both parties with attention to frequent and transparent communication. Don't leave your candidates hanging. I've found that overcommunicating to talent is not only appreciated, but leads to reciprocation on their part and more data points for your hiring team. - Bryan Passman, Hunter + Esquire
11. Be Respectful Of Their Time
One of the top complaints job seekers have is that employers are disrespectful of the time they spent applying, and don't bother to respond to follow-ups or even let them know the position was filled. Even if you don’t have a dedicated HR department, taking the time to let applicants know their status is the first step a company can take to build open communication and goodwill with job seekers. - Laura Spawn, Virtual Vocations, Inc.
