Recruitment and selection: Improving the candidate experience

For most hiring managers, the recruitment and selection process is overwhelming. This is especially true right now when the job market is tight and finding people for your team (nevermind the right ones!) can seem like a tall order.

It takes precious time to advertise, coordinate, interview, offer, and onboard, which can make hiring managers feel like they’re being drawn away from other critical tasks. With so many aspects to juggle, there is one important element that is often overlooked—the candidate.

Though fostering good relationships with candidates may fall low on the list of priorities since potential workers are not actually part of the organization yet, improving their experience can help you in key ways.

Make sure the candidate experience matters.

First and foremost, cultivating a positive experience for potential employees can help you secure the best new hire. Candidates that are selective are looking for organizations that do things well. They have choices in today’s job market and if the behaviors they experience as part of the process are annoying, they will go elsewhere.

There is another primary benefit. You become an employer of choice when candidates start to talk about your good practices. Candidates are out in their communities sharing stories about the companies that are part of their job search. If they have an irritating experience, they’ll tell friends. Lousy communication, such as missed deadlines for call-backs or taking days or weeks for follow-up, shows a lack of respect.

Take action to improve your recruitment and selection process.

Many organizations take steps to evaluate their internal process but fail to take the candidate’s perspective in the equation. Imagine the delight a candidate would have if the hiring organization asked for feedback on how they are doing! It immediately provides a sense of collaboration and accountability.

What can hiring managers do to make the candidate experience memorable?

• Be timely in all correspondence.
• Ensure you are personable, even in automated messages; be human and appreciative of a person’s interest in your organization.
• Be direct and honest. Explain to the candidate next steps and what to expect.
• Share the team’s rationale for all decisions made.
• Ask the candidate what has gone well and what hasn’t throughout the process. Be open to that feedback.
• Talk to anyone currently searching for a job and ask about their experiences. I’m certain you’ll hear many things NOT to do!

Show your commitment to finding a good fit.

Job candidates want to find the next right fit as much as you do. So when you demonstrate your commitment to selecting a great match, that’s something they’ll appreciate. Experienced hiring managers often do this through the use of proven assessments versus relying solely on instincts and limited personal interactions with a candidate.

A tool like the PXT Select can offer incredible value for both hiring manager and new hire during the selection process and beyond. When candidates you’re interested in participate in this process, they’re likely to be impressed by your investment in finding the right fit for the role and your organization’s culture.

The impression you make counts, too.

Your company’s reputation is built on every action you take. Be certain to use that to your advantage in your recruitment and selection process! When you involve people fully and respect their time and effort, this will yield results that benefit everyone.