Does your recruitment process elevate candidate experience?

A list of small details with potential to elevate the candidate experience and leave a positive impact

 

LinkedIn, YouTube advertisements, TVCs, hoardings, job portals and newspapers – there are many channels through which the candidates may have heard your company’s name. But, the humble recruiter, in most cases, is the first human to interact with candidates. And therein lies the opportunity, and perhaps the responsibility to make a great impression.

Candidate experience is crucial aspect of attracting top candidates. And frankly, the candidates are looking for more than just ‘salary and benefits’ in their next employer.

 

Here’s a list of things you, as a recruiter could do to improve the candidate experience.

 

Before the interview (prospecting phase)

  • Create a crisp, and well-articulated job description (JD)
  • Communicate the nuances of the job-role, the KPIs and other expectations
  • Give the candidates a big picture about the company, its purpose, vision
  • Tell the candidates about the work culture, and brand values
  • Define a timeline for hiring process – Its shows clarity and planning

 

During the interview (evaluation phase)

  • Articulate which business goals and challenges does the team (hiring) work on
  • Demonstrate how the team (the hiring) is adding value to the organizational goals
  • Explain the day to day tasks and long term goals of the role
  • Ensure that the interview is a conversation and NOT a one-sided probe
  • Lay down the path of career-growth for the candidate
  • Use an application tracking system to fast-track the process

 

Post-interview

  • Communicate proactively – share the post-interview feedback as early as possible
  • Set expectations right. Tell the candidate the next steps
  • Candidate like to explore by themselves – send them the links to your company’s Website, LinkedIn, Glassdoor, Twitter profiles
  • Use tools like an SMS and WhatsApp platform to stay in touch and address any questions that the candidate may have

 

Bonus Tip:

  1. Incentivize good behaviour – A company we know, sends a ‘Thank You for being a professional’ e-card to the candidates who join interviews on time and come prepared. Maybe you could take this to the next step with a small gift or so.
  2. The two-way bridge – It’d be wise to have an informal-chat post the interview. Seek out for ‘what could be improved’ from the recruitment process and also share constructive feedback about their candidacy and profile.

 

We believe, in the long run, being mindful of these small details will distinguish the impactful-recruiter from the mediocre ones.

Are you going to pick up a bunch of these?Let us know your thoughts on it.