4 ways to change candidate experiences in the recruitment process

candidate-experience

In one of the entries here I wrote about experiences I gathered in 17 interviews and how they led me to sad conclusions on how candidates are being treated. Now, let’s say a few words about what we can do to easily change it.

For those to whom the argument that candidates should be treated with respect is not convincing, I present some additional support.

  • The number of fields in which we either already do or soon will have to deal with the employee’s market is increasing. It’s time to care about a potential employee at every step of communication with them.
  • The number of applications sent actively by candidates is decreasing. Who hasn’t noticed it?
  • It is increasingly difficult to persuade a passive candidate to participate in a recruitment process.
  • The sense of unequal treatment of candidates is also increasing. The results of the survey conducted for eRecruiter show that two thirds of the employers claim they do care about the candidate experience at every stage of recruitment process. At the same time 57% of candidates say that companies don’t care about people who are applying for a job.
  • The willingness of candidates to share their experiences of recruitment processes. Most commonly, with their negative impressions. It is enough to read what the candidates write on the websites such as Glassdoor, and in many other places. Not only will they write, they will talk about their experiences to their friends.

And you can begin to introduce changes as early as today, without any costs. Someone once said that the best things in life are free. Here are some specific tips.

Break with the dictate of CV

I know, it seems like a very revolutionary idea at first. But for a company which depends on establishing contact with the best candidates it is worth considering. Perhaps it is enough to ask the candidates who browse job offers to simply “Send your CV or a link to your profile on LinkedIn”. Then the candidates who would not apply if they had to prepare this document (it is a kind of investment in a recruitment process as it takes some time) will also let you know if they are interested. To passive candidates whom we contact on social networking sites, do not write: “If you are interested, please send your CV”. Why would they do that if at the same time they are only given rather vague information about the offered position? The preliminary interview can be carried out based completely on the data we get by reading candidate profile, or asking them to add information which we are missing.

Keeping one’s word regarding deadlines

If the candidate heard “we will get back to you within a week”. Let us fulfil it. Do we say so to your friends, only to pass on them? Probably not, and even if it happens, we call them with an apology and an explanation. Why not start treating candidates like that?

Keeping one’s word about subsequent contacts

What could be worse than contacting the candidate 5 weeks after the interview? Not contacting them at all. It’s time to stop that. Even tools that can hardly be called “tools of a recruiter”, such as Outlook and Excel, can help you to easily manage it. With recruitment systems (such as eRecruiter) it will be even easier. No response to an email from the candidate willing to remind you about themselves? It is as bad as not answering to an e-mail from any of your colleagues. And candidates are in fact our potential colleagues.

Providing candidates with feedback

Just like keeping one’s word in terms of contacting the candidate at the set time is behaviour that should be considered a “minimum standard”, providing a candidate with feedback is something that will allow them to have positive impressions of communication with the company. And I don’t mean just giving a reason for not continuing the talks. It is equally important for the candidate that we indicate which of their qualities and experiences we assessed positively. Of course, we should also inform what decides about the fact that this is probably the stage at which recruitment is over. I don’t mean preparing a long elaboration for the candidate. It is enough if you call and say whether the reason is insufficient knowledge of language, lack of experience in a particular area, or maybe a mismatch to the company’s corporate culture.

Have I mentioned all of the ways in which you can show respect to candidates during interviews? Most certainly ‘No’. What other changes do you think we could introduce? Please, share your opinion. And if you want to learn what candidates think about our recruitment processes (if you are ready for it;)) – more on that soon.
Read about what you can learn about treatment of candidates on the example of booking.com here.

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