To find the right hires and build a strong brand reputation, it is important to have outstanding candidate communication. Poor communication can lead to candidates choosing not to move forward with your company, even if you want to move forward with them. They might also speak negatively about you with people in their social network, including posting bad reviews online. By doing some simple actions, you can improve your communication so that you will facilitate a better overall hiring process and get the most out of your job posting efforts.
Communicate With All Candidates One of the best ways to have outstanding candidate communication is to actually communicate with all candidates. This means that you acknowledge every resume and application you receive, even from those who are not qualified applicants.
It is also beneficial to remain in touch with candidates throughout the hiring process. This might include an email at the end to all unsuccessful candidates that the position has been filled. Alternatively, you can include in the confirmation email that you will contact candidates who are a good fit on a certain timeline, so that they will have a better idea of what to expect.
While this kind of comprehensive communication might seem tedious, there are automated solutions out there, like MightyRecruiter, that do the hard work for you.
Do Not Keep Candidates Hanging As soon as you know that you are not planning on moving forward with particular candidates, tell them that they have not been chosen. It is never fun to reject someone, but it is much better to be honest than to leave a candidate hanging in hopes that one day you might call. You can always encourage them to apply for other open positions or in the future, if you feel that the person might be a good employee in another area.
When you have narrowed down your candidates to a handful you have interviewed, it is beneficial to treat them differently than those you already rejected. One way to do this is to let them know your decision by phone rather than email. This is fun with the candidate who is successful, but it is not as enjoyable with the one you have not chosen. However, by calling and telling them why you have gone another way, you will provide a positive impression, demonstrating that you care enough to talk to them personally rather than just send a template email.
Be Clear About the Interview Interviews can be a nerve-wracking and even scary experience for jobseekers. Therefore, provide as much information as possible to candidates about what to expect in the interview. Let them know how many people will be a part of the interview, as well as who will be talking with them. Also inform candidates about how much time they should expect to spend in the interview. There might be additional helpful information about the location that you should include:
• Parking directions • Whether you validate parking • Where you are located in building or business park • Where to check in, such as with the receptionist
It is beneficial to include more than just a date and location. This gives the candidate a better idea of what to expect, which makes it easier when they arrive for the interview and removes some of the stress and anxiety of the day. This will help them to have a more positive experience in general, which also reflects better on your company.
Automating Your Candidate Management and Messaging Process One way to ensure that you have clear communication with candidates is to automate the process. As soon as an applicant applies, they can receive an email that informs them of what to expect during the process. It can also include updates that you send out to applicants during the process, especially if the timeline changes unexpectedly. There are a few simple, affordable tools on the market, such as MightyRecruiter, that can help with this process.
Ultimately, outstanding candidate communication starts with actually communicating with applicants. Be transparent and include them in the process. Do not leave anyone hanging; instead, be sure to communicate the negative decisions as much as the positive.