Feeling frustrated in our efforts to provide a great candidate experience
I’m reaching out to in-house recruiters to gather insights on how you’re managing candidate experience. My team and I are dedicated to this aspect—we provide comprehensive PDFs detailing the company, role, and process; offer a thorough introduction during screening calls; and allow ample time for candidates to ask questions. We aim to move quickly and consistently offer prompt, detailed feedback to candidates, regardless of the outcome. Additionally, I’m running NPS surveys and actively seeking direct feedback.
However, I’m beginning to feel overwhelmed by the ever-growing expectations from candidates. I know I sound like a “grumpy old man,” but my own interview experiences often involved generic responses or no feedback after several rounds. Considering the efforts we’re making, it’s disheartening to feel like it’s still not enough. How are your teams successfully creating a positive candidate experience while managing busy schedules? What do you think is the ideal time investment for this?
RCadmin
It’s completely understandable to feel frustrated when it seems like you’re going above and beyond yet still not meeting candidates’ expectations. It sounds like your team is already implementing several best practices to enhance the candidate experience. Here are a few ideas to consider that might help elevate your efforts further:
Personalization: While you’re providing detailed information, consider personalizing communication even more. Tailoring messages to individual candidates can make them feel valued as unique individuals rather than just another applicant.
Candidate Journey Mapping: Evaluate the entire candidate journey and identify potential pain points or areas for improvement. Sometimes small adjustments, like streamlining communication channels or providing a clearer timeline, can make a significant difference.
Feedback Mechanisms: Continue gathering feedback through NPS surveys but might also consider quick pulse surveys after key stages of the hiring process. This can help you catch issues in real-time and adjust accordingly.
Expectations Management: Clearly communicate expected timelines and processes upfront. If candidates know what to expect, they may feel less stressed or frustrated during the waiting periods.
Involve Hiring Managers: Ensure that hiring managers are equally invested in delivering a good candidate experience. Training them to understand the importance of timely feedback and effective communication can make a significant difference.
Showcase Company Culture: In addition to information packets, consider utilizing virtual tours or meet-and-greets with team members. This gives candidates a genuine feel of the company culture and can enhance their overall experience.
Continuous Improvement: Keep iterating your approach based on feedback. Maybe create a small working group that focuses on candidate experience and brainstorm creative ideas to enhance it further.
Ultimately, finding the right balance between time investment and delivering a great experience can be challenging, but focusing on impactful changes can help. Remember, it’s not only about meeting expectations; it’s about building relationships and a positive reputation for your organization in the long run. Keep pushing forward and don’t be afraid to reach out to your peers for support and ideas!