It’s no secret candidates today are making career decisions with an increasingly discerning, consumer-like mindset. People are searching for a company to work as they search for a car or restaurant – taking reviews and ratings into consideration every step of the way.
With power shifting away from the employer to the candidate, competition for talent is fiercer than ever. Candidates are in control, so their experience throughout the recruiting process will make or break your ability to hire.
Not sure where to begin? We’re here to help. Here are three ways to get started.
- Treat the interview process as an extension of your culture
Have you ever spent hours preparing for an
interview only to have the interviewer show up late or act like you’re inconveniencing them?
Think about what kind of message this sends to the candidate. It says, “You aren’t a priority.” Candidates want to work for a company that cares enough to follow through on their word – so do.
Pro Tip: Be on time for phone screens and interviews, be conscious of the energy you’re giving off and give candidates your full attention. They spent time and energy preparing to meet with you, so you owe them this respect! It will speak volumes about your organization’s culture and values. You may rather be working through emails or sipping an espresso, but put down your cell phone and computer and be present.
Even if you don’t feel a candidate is right for a position early in the conversation, take time to conduct the interview and answer their questions. That individual may not be a fit, but their experience can influence how others view your company. Strive to make every person that touches your brand an advocate, even if they aren’t hired.
- Personalize communication
Candidates today expect more information and
engagement earlier in the process. No matter which channel you use to reach out, personalize all communication. Tell candidates why you think they’d be great for the role or what about their background stands out. These little touches go a long way in attracting stellar candidates.
Candidates also care about career development. According to a
Glassdoor survey, career development is the second highest concern for candidates today, just behind salary and compensation. During an interview, explain how the candidate can grow in their career or benefit from being a part of your company.
Pro Tip: Maintain prompt communication throughout the recruitment process. This means being upfront about the status of candidates and respectfully notifying them if they aren’t the right fit. Ninety-six percent of job seekers say that it’s important to work for a company that embraces
transparency.
- Be authentic and direct
To attract the right candidates, use an authentic voice and be transparent about what it’s like to work for your company. Sixty-one percent of employees say new job realities differ from expectations set during the interview process. Paint a realistic picture or run the risk of employee turnover.
Learn about
the true key to better hires and
why your entire recruitment process should focus on the candidate experience.
