01/25/2018  //  By Deanna Kane  //  Recruitment Operations

Whether or not candidates become employees, their experience with your company—from discovery to hire—will have a direct impact on your organization’s overall brand. Strong customer service is vital in recruiting and securing top talent. From the first point of contact to the offer stage, each candidate should walk away from your company as a brand ambassador. Use this roadmap to ensure your talent acquisition team provides the best candidate experience throughout every phase of the interview process.

This guide will cover:

Post-Interview Process

Deliver bad news over the phone

Your team should call the candidates who aren’t advancing instead of emailing. Most candidates have to take a day off of work to interview, dry clean their interview outfit, print resumes and pay for transportation or parking. The courtesy of a phone call to let them know your company is moving forward with other candidates demonstrates mutual respect. Additionally, halting all communication with the candidates who aren’t advancing in your interview process can lead to long-term consequences. These candidates could have an excellent referral network, or be a top future employee after they gain a few more years experience. Don’t jeopardize the company’s hiring future because of a lack of professionalism.

Be a mentor

Take the extra step to provide final stage candidates who didn’t get the job feedback as to why they didn’t receive the offer. Providing them with several reasons will not only pay it forward, but you never know when you will cross paths with them in the future, or with whom or where they will discuss the experience they had with your hiring team and company.

Gather post-process insight

Surveying candidates post-interview, whether they have accepted or rejected the offer, is a key component of the candidate lifecycle. The survey results will provide insight on what is working and what needs to be refocused going forward. Evaluate that feedback and notice any recurring trends from candidates; you may gain insight into gaps in your process you need to fine tune. By seeking information from candidates you can address problems in your hiring process you never knew existed, or find out what is working well to ensure the experience keeps improving.

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