Recipe for a Great Candidate Experience
You do realize that everyone that you interview will be talking about you, correct? When a candidate has a good or great interview experience they may tell a few friends but you can bet if they have a bad experience they will tell everyone and also will tell the world via sites such as Glassdoor. A few missteps can make your company look disorganized, not candidate friendly, insensitive, cocky with a blind ego problem. Once that bad experience gets out it is extremely difficult to change or reverse. Whether the candidates gets the role or not you want them to have a great experience – right?
Don’t be like a global company I know that believes people are lined up to want to work there, have hiring managers that call within minutes of a scheduled interview to communicate they cannot make the interview (it has been on their calendar for days, even weeks) or their schedule is so disorganized that they can only give a few rushed minutes to an interview. Ouch, what kind of message does that send to a candidate?
In this highly competitive job market timely follow up, clear communication and personalized interactions all have a huge impact on revenue, hiring costs and the ability to attract the best talent.
A great candidate experience is not just nice to have, it is a business imperative.
I like to dabble in the kitchen and for sure on the grill using new and interesting recipes so in that frame of mind here are ingredients that can make a great recipe for an outstanding candidate experience:
Communications– always tell candidates what to expect next, from the receipt of their resume, to reminders, thank you emails and yes even rejection emails. People just want to be communicated with, it may not be what they want to hear BUT they at least know in a timely manner. Candidates simply want to know – I bet you do as well.
Put the candidate at ease– prior to their arrival let them know how their time with you will be spent, prior to their arrival make sure they know where to park, where to enter the building and who to ask for. Make sure they know where the rest rooms are, provide water or something to drink.
Include others– such as the receptionist in your gathering of information, let the receptionist know who is coming for an interview and ask them how the candidate interacted with them – it can be valuable information. How did the candidate act when the decision maker(s) were not present?
Candidate or Client/Customer or both– whatever it is that you make, sell or provide the candidate could be a customer. If a bad interviewing/candidate experiences are taking place does that impact sales, services, potential customers? You bet it does.
“Walk in their shoes”– when determining the interview schedule, the rhythm of the interviews, the interview participants think and plan as if YOU were the candidate.
Prepare your interviewers – let them know why they are asked to participate, why it is important to be present and on time, prep then on how to
Rule of Thumb– Interview (rule of thumb if it is not job related then it is not relevant), let them know why it is important that they be prepared.
Pay attention– Give candidates your full attention during the interview(s).
– If there are other candidates that may be good fit for future openings keep in touch with them.
Continue to recruit talent, always
Here are some stats that back up the need for a great, positive candidate experience (even if they don’t get the role):
- 87% of talent have indicated that a positive experience can change their mind about a role or company that was once doubted.
- 82% of talent indicated that with a great candidate experience they are likely to make a positive referral.
- 27% of talent will tell others to not apply to the company and 9% will ask others to boycott the company’s product, 30% to 50% of candidates with a bad experience would buy less goods and services where a positive experience can yield 40% would buy more goods and services.
- 61% that have a positive experience will encourage colleagues to apply to the company.
- 75% of talent never hear back from a company after applying or sending a resume.
- 60% of talent say they have gone for an interview and never heard back from the company.
- 42% with a negative experience will never apply to that company again.
- 54% of candidates with a positive experience are more likely to accept a job offer while 39% with a bad experience would reject a job offer.
Now go and create your own winning recipe using these and other “Common Sense” ways to create a GREAT CANDIDATE EXPERIENCE – it will pay off.
As this will be our last blog for 2019 – I wish for each of you a very Merry Christmas and a Happy Successful New Year. Remember as you have recruiting needs in 2020 keep P3 Integrity Recruiting on your radar – give us a call and let us show you why we are different, you won’t be disappointed.
P3 Integrity Recruiting