Three Ways to Improve Your Candidate Experience

Even if you don’t ultimately hire a given candidate in your applicant pool, things will work out better for both of you if the candidate leaves the relationship with positive memories. Candidates who feel appreciated and treated with respect are far more likely to speak well of the company and encourage other qualified friends and contacts to seek work there. They’re also more likely to develop and share positive associations with your company’s brand and products. So how can you take simple steps to make ALL of your candidates enjoy the application experience, not just the ones you hire?

Show respect for their time.

You’re not likely to hire a candidate who shows up late for an interview with no explanation or apology, right? So, demonstrate the same consideration. Don’t cancel an interview at the last minute, don’t allow the candidate to idle in a waiting area for more than ten minutes, and if you have to, give clear notice, explain, and apologize.

Answer quickly.

Candidates hesitate to seem pushy or demanding when it comes to a decision timeline. So respect that hesitation and engage in good faith. Provide them with a clear timeline, keep it short, and if the timeline changes, let them know and tell them why. If your candidate calls or emails once a week to check in, acknowledge their polite persistence and give them all the information you can.

Prepare for all meetings in advance.

Nothing says “I don’t really care about you” or “You won’t enjoy working here” quite like a messy, disorganized workspace and a distracted, disinterested, unprepared interviewer. Make sure your interviewers have obtained and read candidate resumes before their sessions, and make sure they come prepared with relevant and meaningful questions to ask.

Polish your interview behavior.

Make candidates feel welcome, ask them what they’re looking for and why, and really listen to their answers. Most importantly, make them understand that you respect and value the skill sets that they worked so hard to attain – the same skill sets that you require for the position you’re trying to fill.

Candidates are typically proud of what they have to offer, and they should be. Don’t treat them like they’re on trial, and certainly don’t expect them to put on a show for you that extends into areas beyond the job requirements.

For specific information on how to leave candidates with strong positive feelings about your organization, whether you hire them or not, turn to the expert staffing team at Extension.