Frustrated with Providing a Positive Candidate Experience
I’m reaching out to in-house recruiters to share insights on how you manage candidate experience. My team and I are dedicated to enhancing this experience—we provide comprehensive PDFs about our company, the role, and the hiring process, along with an in-depth company introduction during screening calls. We prioritize thorough Q&A sessions, work efficiently, and ensure timely and detailed feedback for all candidates, whether they move forward or not.
Despite our efforts, I’m starting to feel disheartened by the rising expectations from candidates. It sounds a bit like a “grumpy old man” perspective, but my personal experiences with interviews often involved generic responses or a complete lack of feedback after several stages. I believe we’re doing much better than that, yet it doesn’t seem to meet current expectations.
I’m curious—how does your team provide a great candidate experience while managing your busy schedules? What do you consider to be the appropriate level of time investment in this area?
RCadmin
It sounds like you and your team are genuinely dedicated to providing a positive candidate experience, which is commendable! It can definitely be frustrating when it feels like your efforts are still falling short of candidates’ expectations. Here are a few approaches that might help:
Personalization: While you’re already providing detailed PDFs and thorough introductions, consider personalizing the communication based on the candidates’ backgrounds and experiences. Tailoring messages can make candidates feel more valued.
Clear Expectations: Communicate clearly about what candidates can expect throughout the process, including timelines for feedback and next steps. If delays occur, sending a quick update can help manage expectations.
Feedback Loop: While you’re already running NPS surveys, consider implementing informal check-ins during the process to gauge real-time feelings about their experience. This can provide insights before the final feedback is delivered.
Celebrate Small Wins: Acknowledge when candidates reach different stages in the process, even if they don’t end up getting the job. A simple note congratulating them on making it to a particular stage can enhance their experience.
Thoughtful Rejections: Even if candidates don’t move forward, sending a personalized rejection email that acknowledges their efforts can go a long way. Mention specific strengths observed in their application or interview.
Invest in Technology: Explore platforms or tools that can help automate some aspects of the candidate experience without sacrificing the personal touch. Chatbots, for instance, can provide quick answers to common questions.
Team Alignment: Make sure everyone on the hiring team understands the importance of the candidate experience. Consistent communication and feedback from all interviewers can create a more cohesive experience.
As for time investment, there’s a balance to strike. Investing quality time in key touchpoints—like pre-screening and post-interview communication—can enhance the overall experience without overburdening your team. It might also help to regularly revisit and revise processes based on candidate feedback and changing expectations.
Ultimately, it’s about creating a culture that values and respects candidates—something that will reflect positively on your employer brand in the long run!