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Focusing on the Candidate Experience: Five Areas to Keep in Mind During the Recruitment Process

Finding the perfect candidate can be tough and challenging and in an ever-changing employment landscape; you have an opportunity to impress candidates by doing something very simple – being transparent, honest, authentic and truthful. And guess what? It costs your organization absolutely nothing!

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Finding the perfect candidate can be tough and challenging and in an ever-changing employment landscape; you have an opportunity to impress candidates by doing something very simple – being transparent, honest, authentic and truthful. And guess what? It costs your organization absolutely nothing!

We’ve all made decisions based on word of mouth. For instance, a neighbor tells you about a recent experience walking into a big box store. Whether that story is positive or negative, chances are, when you need something from a big box store, the story that your neighbor shared with you will probably impact whether you go to that specific store.

The same is true for candidates who are searching for a job. In today’s environment, ensuring that your candidates have a positive experience is extremely important. Whether or not the applicant receives an offer at the end of the day, they will still have an opinion on how the process went, and chances are likely they’ll share that opinion with other likeminded professionals.

Finding the perfect candidate can be tough and challenging and in an ever-changing employment landscape; you have an opportunity to impress candidates by doing something very simple – being transparent, honest, authentic and truthful. And guess what? It costs your organization absolutely nothing!

When hiring for a new role, here are a few ways in which you can ensure the candidate has a positive experience with your recruiting team:

Be Open

Always be open with your candidate. Even if being open is letting them know why they are not being considered; candidates would rather learn why they are not the right fit than never receiving a response. Timely feedback, even if not positive, will allow them to move forward to their next opportunity. False hope is not fair to someone who invested their time in your organization. Honesty is the best policy.

Manage the Candidate’s Expectations

We all have been through the job search and know how stressful the process can be. When it comes to meeting with a candidate it is ok to set the expectations for the hiring process. If you’re meeting with a candidate early in the interview process, don’t be afraid to let them know this process may take some time, or vice versa, that they are coming in at the tail end of the search, and that things might move quickly.

Be Realistic in Your Search

Not every candidate is going to check every box you are looking for. Discover if they have the soft skills and the aptitude to grow into the role. Companies are structured differently and are open to mentoring new hires.

Use the Assessment as a Road Map

If you are using a behavioral assessment in your selection process, use it not as a deterrent or reason why not to hire a candidate, but rather as road map to help construct valuable questions throughout your process. If you choose to hire the candidate, ALWAYS use these behavioral assessments as a coaching tool and motivator. This way the candidate will see the value in the exercise they completed during the hiring process and sets a good starting point for manager-employee mentoring relations.

Be Human

Lastly, with so much talk around artificial intelligence in the sourcing and hiring of professionals in today’s world, there is one thing that will be impossible to implement in a robot and that is the emotional intelligence. Put yourself in the candidate’s shoes. We have all been there before. There is a human element and emotions that need to be respected. If someone has taken the time to explore your organization, your brand and your reputation, have the courtesy to explore theirs with an open mind. At the end of the day we are all humans and person-to-person interaction is key in the workplace. Getting a better understanding of the individual is something you should always keep in mind throughout the hiring process.

We’ve all seen first-hand how a bad experience with a company or brand can completely change the way we think and/or discuss that company. The same is now being seen in HR, and it is important that we focus on the experience we’re providing to candidates throughout the process. An effective hiring process goes back to the golden rule – treat others the way you would want to be treated. We all want to have our voices heard, be given clear expectations and understand the process we are undertaking. Whether or not you choose to offer a candidate the position, being open, honest and transparent can go a long way toward giving them the best hiring experience possible.

 

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