Improving Candidate Experience

Improving Candidate Experience

There has been plenty of discussion around interview experiences on LinkedIn in recent weeks; some good, some, well, not so good! It might sound obvious, but a negative recruitment experience can tarnish your employer brand, and candidates won’t hesitate to take to their keyboards to tell everyone about it. Can you really afford to let that happen?

We continue to face candidate shortages across all levels in the UK, with skills gaps following the pandemic, uncertain economic outlook and complex geopolitics compounding issues. You might think that the market is awash with candidates judging by the number of responses to advertised roles, but there is a clear disconnect between quantity and quality. The candidates you really want are often the ones NOT looking, so if you’re lucky enough to attract them to interview, it’s crucial that you offer the best possible experience.

  • Shortlist and book in candidates as quickly as possible. If you hang around for a month, they may not be available, but even if they are they’re not going to feel very loved.
  • Prepare for the interview – read the CV, think about specific questions for that individual as well as your standard list.
  • Look interested and engaged. Listen. Consider using notetaking software so you can focus on the person.
  • Video interviews are actual interviews. Don’t turn up late. Dress appropriately. Turn on your camera. Don't take calls during an interview.
  • Interviews are two way. Want to know what the candidate can do for you? What about what you can do for them?
  • Thank them for their time and interest, what to expect next, and when.
  • Give feedback. Not giving feedback is the number 1 candidate bugbear that we hear every single day! Make it constructive, give it promptly, give it to everyone, without exception.
  • Don’t overcomplicate the process. Too many stages and stakeholders can be off-putting. Don't set huge case studies or presentations. Candidates resent being asked to give you all their best ideas and then get no feedback!  
  • If you’re going to make an offer, ensure you know what the candidate is looking for. Misaligned expectations lead to disappointment and undermine trust.
  • Once an offer has been agreed, get paperwork out as soon as possible and confirm a start date.
  • Keep in touch during the candidate’s notice period and make sure they have full details for their first day.
  • Set up onboarding – work space, email, schedule (for at least week 1), IT equipment, payroll and if you really want to impress, a welcome gift or team drinks.   

None of this is difficult and really can make the difference, not only to the candidate, but to your employer brand.  

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