It’s a candidate’s market right now — and as an employer, it’s in your own best interest to provide a great hiring experience. Not only is it good business practice but you could incur very serious consequences. You risk missing top talent, negatively impacting your business, and harming your reputation.

Tina Egan Candidate Experience Blog

 

Many jobseekers will research companies that they are thinking of applying to. This includes reading reviews on Glassdoor and asking current employees what the company is like to work for. Reviews on reputable sites like Glassdoor or LinkedIn can be the reason that people decide to apply to your organisation, or chooses a competitor instead. 

 

Here are a few guidelines that you can follow to provide a positive experience for applicants.

 

  • Consistency

You need to develop a structured hiring process and perfect it. If you are using a recruitment company the same process should apply to all roles. 

 

  • Transparency

Ensure that all relevant information is available to the candidate (and recruitment consultant if you are working with one). This includes the job brief, timeline of the hiring process, benefits available and more. The more open you are with a candidate, the better!

A recruitment consultant should be furnished with all the details of the role and your organisation so that they can understand your requirements fully.

 

  • Communication

Communication throughout the hiring process is vital. Provide timelines, set expectations and let the candidate know exactly where they stand. Remember, candidates dread the black hole of getting no response or feedback. An easy way to improve the experience is to promptly respond to every applicant that is shortlisted for the position. Providing feedback to recruiters is a must, too. Responding to candidates within a week is ideal.

 

  • Clear interview details

Candidates require detailed interview information and preparation material. Remember to provide all details on the location, the interview panel, the style of the interview, and whether they should prepare anything in advance. 

 

  • Be respectful

Be on time and be respecting of their time. Making good conversation and communicating clearly will contribute to a positive candidate experience. Treat them how you would like to be treated!

 

  • Train your team

The way that your interviewers present themselves will either sell candidates on the position or put them off. A structured interview should be followed with a template of questions tailored to the job. 

 

  • Make them feel included

It doesn’t have to be a one way system. Give the candidate an overview of the company, future plans you might have and discuss the role in detail. Engage the candidate, and always give them the opportunity to ask you some questions. 

 

  • Manage Expectations

Manage expectations and explain your timelines of what happens next at the end of the interview. It is important that candidates know what to expect when leaving the interview.

 

  • Feedback, feedback and more feedback

Provide prompt feedback to all candidates, but particularly the unsuccessful ones. Feedback is essential as industry networks are small and you don’t want to be the company that never provides feedback! Candidates are usually very receptive and appreciate feedback even if it is negative. 

 

Remember, talent picks you too. In today’s market, candidates may be applying to and interviewing with several companies. A positive candidate experience can help you to stand out and become the employer of choice! 

Tina Egan is a Senior Technical and Engineering Recruitment Consultant with Collins McNicholas. You can view all of her current vacancies here

For more information on creating a positive candidate experience, read our blog from Associate Director Rory Walsh.

Tina Egan, Engineering Consultant, Midlands

 

 

 

 

Tina Egan

Senior Recruitment Consultant

Collins McNicholas Recruitment & HR Services Group