When companies make a mess of the candidate experience, it’s not just the loss of a good potential employee they’re left to contend with. It’s also the unanticipated (and inevitable) effect of negative job board reviews or bad experience reports back to recruiters. Both jeopardize the company’s ability to attract top talent.
Granted, businesses don’t usually create a negative candidate experience on purpose. It’s more likely that the hiring process is simply mismanaged – especially in start-up or rapidly growing companies that have yet to streamline their procedures. Unfortunately, good intentions don’t matter much here. Candidates that fall through the cracks in your hiring process will feel frustrated and bitter – and they won’t keep their feelings to themselves. In fact, 42%* of frustrated candidates won’t apply to your company again and 22%* will tell their friends not to apply either. These days you can’t afford to fumble the ball when it comes to candidate experience – especially considering your next great employee likely already has a job. Creating a positive experience for every candidate should be a top priority – whether you choose to hire them or not.
Here are some tips to creating a hiring experience that will leave candidates with a positive impression of your company:
Up to 60%* of candidates say they don’t hear back from a company after an interview. Wow! This means up to 60% of candidates feel insecure or disrespected. Candidates like to receive a clear answer, even if the answer is “no.” Therefore, keep in touch with candidates at every stage of the process. If you don’t make it to the next interview, let them know and remember to be grateful. Some companies may also use automated sequences to alert job seekers to new activity. We believe that person-to-person communication is always best, but any answer is better than no answer. If you are interested in hiring a candidate, please let them know. The ultimate insult to a sought-after candidate is a company that shows no real interest. This includes contacting candidates immediately after the interview. If you wait too long, you risk candidates declining. Involving the hiring manager in the process is also a must. After all, your human resources department and the recruiter you hire to help you find a job are a team. If you make the most of this relationship, you will reap positive benefits.
2- Treat candidates as VIP guests Respecting a candidate’s
time as if it were your own will help them feel valued, regardless of the end result. From the moment they walk into your office, treat them as valued guests of your organization. This includes, for example, making sure the room is clean and tidy, and preparing relevant staff (such as receptionists) to greet candidates when they arrive. Recruiters must be punctual and prepared for interviews. Whether you’re preparing a list of questions or reading your resume one last time, these steps will help show genuine interest in the candidate as an individual and help the interview go smoothly. And remember, the interview doesn’t end until the candidate leaves the office or building. Don’t let the candidate hear you talking about them on your way out.
3- Be Open to Giving & Receiving Feedback
Your goal should be to ensure every candidate experience with your company (and every experience in general, for that matter) is a positive one. Don’t be afraid to ask all candidates – hired or not – for feedback on how to improve your hiring process to help achieve this goal. We’ll let you in on a little secret: the vast majority of companies are NOT doing this! By collecting and acting on this feedback, you’ll be better equipped to attract and close the top talent you want in the future.
The takeaway? Job seekers are eager but they won’t work for a company that doesn’t treat them with respect. On the flip side, 92% of job seekers would at least consider accepting a new role at a company with an amazing reputation. Make sure you’re one of them by making the hiring process a smooth one.
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