Keep Candidates Happy by Avoiding these Mistakes
Recruiting and hiring people is a tricky process and naturally, you won’t be able to keep everyone happy. Even though competition is high and sometimes people simply aren’t what you are looking for, some people will always feel they’ve been wronged.
At the end of the day, it all comes down to treating the recruits with respect and keeping them informed throughout the process. Take into consideration these commonly made mistakes and make an effort to mitigate the effect they may have on the next bunch of candidates that come through the door.
Don’t give out false hope
Above all else, try not to convince candidates that they may be getting the job until you are able to table a formal offer. While providing feedback throughout the entire process is essential, try to avoid getting the candidates hopes up too much.
Do your best to be upfront and honest with candidates. The best way to do this is to make it clear that the company has a high-stand for who they employ and that you are looking at every available option.
Being honest will help to keep candidates expectations at a realistic level. This is especially important as you get closer to making your decision. You can be positive and encouraging about a candidate's chances, without giving them false hope.
Keep them in the loop
Communication between companies and candidates or lack thereof has got to be one of the most frustrating parts of a recruitment process. It is potentially the fastest way to turn candidates off your company.
If they have taken the time to submit an application, they deserve to be kept in the loop, regardless of whether you are progressing with them or not. We have to remember that candidates will go through a wide array of emotions after they apply for a job. So don’t make them wait, it’s important you put their mind at ease.
PreviewMe offers candidates real-time feedback that lets them know where they sit in the process. At the end of the process, candidates are also presented with individual data about the process and their candidacy.
Even if you don’t have the time, we now have access to technology and systems that allow us to automate this aspect of the process. Investing in an automated emailing system is a fairly cheap and efficient means of keeping candidates in the loop. Our platform allows employers to not only create these automated emails but also personalise them to the candidate' deals.
The candidates will greatly appreciate the contact, and even if they are unsuccessful, it will leave a good impression on them.
Understand the role
As a recruiter it’s critical you have a solid grasp on the role you are hiring for and your ideal candidate. Not fully understanding the in’s and out’s of a role and ideal candidate could hinder your ability to find the right person.
Having a good understanding of the particulars of the role will also allow you to engage with candidates and provide accurate information when they have detailed questions. It will also make it easier for you to pick out the quality candidates and the ones that aren’t a good fit.
Outline the interview
It’s no secret that the candidates experience during the interview will greatly affect how they perceive your company and the opening. That’s why making an effort to make them feel comfortable can be done by preparing them for what lies ahead e.g. the interview.
Much like everything, it is all about communication. Companies that have a good recruitment brand, are ones that clearly outline the interview process to a candidate when the interview is scheduled. At the very least you should share the format of the interview and who they’ll be meeting.
This will not only make them feel comfortable but it will also allow them to come prepared and hopefully put their best foot forward. Even if they aren’t successful, ensuring they had a positive experience is a key to keeping candidates in your talent pipeline.
However, the key is to remember you won’t be able to please everyone. It’s inevitable that some candidates will leave the process a little upset. All you can do, as a company, is actively try to create a positive and friendly recruitment process. One which keeps candidates in the loop and relatively happy. If you are able to do this, you will be able to foster a positive recruitment brand and attract high-quality talent.
If you would like any advice on how to improve your recruitment process, we would love to chat!