How a Candidate’s Hiring Experience Can Impact Recruiting Outcome

When it comes to your hiring process, first impressions really do count. In fact, they can mean the difference between successfully landing top talent and losing them to the competition.

Consider the following statistics regarding job seekers and their experiences with potential employers. Among candidates who had a positive experience:

  • 61 percent say they would actively encourage others to apply at the same company.
  • 40 percent note that they would buy more products from the company, even if they were not hired.
  • 50 percent say they would share their experience.

And among those whose experience was negative:

  • 27 percent would actively discourage others from applying.
  • 30 percent would buy less from the company.
  • 32 percent would broadcast the specifics of their experience.

Make It Candidate Centric

Most people are looking far beyond salary when they decide to apply for a job. They need assurance that their personal goals, aspirations and values align with those of their future employer – and if they don’t clearly see this match, they will go elsewhere.

To avoid becoming a negative statistic, take control of your hiring process and be sure it’s candidate focused from start to finish.

  • Think like a job seeker. Follow the Golden Rule and treat every applicant the way you’d expect to be treated. Be a person first and an HR manager second. Make your process personal.
  • Be proactive. Anticipate hurdles and provide updates before being asked. It helps greatly if you’ve thoroughly researched each applicant ahead of time. Candidates respond more favorably when they realize they are your top priority – as they should be.
  • Set clear expectations and communicate throughout the process. Don’t leave people hanging. Let them know when they can expect to hear back from you, where they stand in terms of getting the job, and how quickly you plan to make a decision. Provide feedback every step of the way – starting with the first point of contact. The technology is there to make this happen, so there’s no excuse for not following through.
  • Keep your process timely. Never cut corners or skip key steps such as thorough vetting, but maintain a reasonable time frame between the first interview and making an offer.

Remember: It’s Personal

Among candidates surveyed, 59 percent who felt they were treated with respect and a personal touch said they would encourage others to join their company. Be honest and transparent as you build a strong relationship with prospective employees. When interviewing:

  • Create warmth and inclusion. Showcase your organization and make interviewees feel a part of it, starting with a warm greeting and welcoming waiting areas.
  • Look candidates in the eye. If you have to conduct a long-distance interview, consider a webcam so you can interact more personally and show applicants that you’re really there for them, even from thousands of miles away.
  • Actively listen. Hear candidates out and wait your turn to speak. An applicant should do 90 percent of the talking during an interview.

Remember, the candidate experience is a two-way process. As you interview a potential hire, they’re assessing you as well. To learn more, read our related posts or contact the expert team at Employment Professionals today.