As a manager or company recruiter, there are a couple of different ways you can look at the hiring process. On one hand, you can look at it as a one-sided game in which it’s completely up to the candidate to impress. On the other, you can look at it as a collaborative conversation–one in which you are equally responsible for the resulting relationship.
If you’re a fan of the second (and more effective) hiring perspective, then you already display two of the basic elements of a great candidate experience: respect and appreciation. And in our increasingly connected, increasingly personalized world, a candidate experience built on these principles is becoming more important. Candidates now expect to feel excited about the positions they are interviewing for, often making job decisions based on “feeling” rather than factors like compensation. The fact is that the impression your company makes during the recruiting process can decide the level of talent that’s acquired.
So how, specifically, does your company execute an experience that leaves candidates wanting more? Here are three fundamental tips:
Be genuinely interested
This may seem like a no-brainer, but you would be surprised how often this simple conversational etiquette is neglected. In fact, one of the most common complaints candidates have is that of a distracted interviewer. People, and this is especially true of the millennial generation, want to work in a place where they feel valued and motivated. Try making a personal connection with your candidate, whether it’s from something you spotted on their resume or a story they tell during the interview.
Expose them to your culture
Equally important as exposing them to your culture is making them feel like they could be a part of it. If you feel like the interview went particularly well, share a few stories about work outings or funny things that have happened around the office. Even better, give them a post-interview tour. Make them feel personally invited and let them see for themselves.
Always respond promptly
If you expect your candidates to get back to you in a timely manner, then you could hold yourself to the same standards. This holds true even in rejection. Failing to send an appreciative rejection letter can leave a bad taste of your brand, and you never know whom that news is going to be spread to.
Following these simple guidelines will allow you to create a great candidate experience–one that doesn’t need gifts or flashy social recruiting campaigns to leave a good impression. For advice on another recruiting aspect that can help you win talent, check out our guide on job descriptions.