How can you ensure a positive candidate experience during hiring?

In my initial days working as a recruiter, I used to get apprehensive about speaking with a candidate if I didn't have any update or if the update on his/her candidature wasn't positive. But what I discovered is that it's not the content of the update that's important for candidates, but rather the closure that the update provides to them. No matter the update that you have, what matters is that candidate receives consistent communication and is not left hanging.

Communication is key for applicants, as well as for the recruitment staff. I have always prided myself in being honest with the applicant in all aspects of the job to which they are applying for. It’s a big decision for someone to change jobs, or accept their first job. This experience can set the tone for the applicant moving forward and also their perception of the organization you are representing. You never know what obstacle someone is facing and the journey they have been on. Hiring is challenging, but job searching, in some industries, is much worse. And if that applicant is not a fit for now, they may be in the future. Always build your network.

I am honest with my candidates and encourage open communication. I have often hired people for different roles than the ones they initially interviewed. I make sure my candidates understand that I am happy to hear from them and want to help them find a great match.

We have been hearing a lot these days from the recruitment fraternity that the candidates are doing offer shopping/giving no show/getting dropped etc. While I agree this is against the ethic but the recruitment process is either super slow or the recruiters at times are not sharing the updates with the candidates. And hence, the ambiguity creates lack of trust. Someone who is desperate to find a job, will figure out options elsewhere. The time has come when the candidates have started telling this to HRs "I will get back to you" 😆

I completely agree that communication plays a vital role for both the applicants and the recruitment staff. In my experience, being transparent and honest with the candidates about all aspects of the job they are applying for is crucial. After all, accepting a new job or changing careers is a huge decision, and it's important to help them make an informed choice.

In my experience I've found that the best candidate experience is comprised of transparency and effective communication. As recruiters, we sometimes find ourselves in a position with 'no updates'- this is fine, as long as the candidate is aware, timescales are clearly communicated and expectations are managed. With this being said, my best personal experiences were often timely ones.

It's critical to maintain contact with candidates throughout the hiring process. Working on the partner side, it is our responsibility to liaise with the hiring team at our client company and gain feedback and insights on the process, and clearly communicate next expected steps to our candidates. We gain the trust of both our candidates, and our clients through open and honest communication. It's a misconception that candidates get angry if you don't have the answer they want, when the reality is, they just want to be informed on what's going on. There is nothing worse in the application process than silence.

Be honest, open and available. Make sure you come across as approachable so the candidate feels they can ask questions. Manage expectations at the outset by clearly defining a timeline fir feedback and each stage but make sure it is realistic and achievable

As part of the Talent Acquisition team, setting proper expectations during the initial interview is one of the most important responsibilities of the recruiter. This includes explaining the recruitment and hiring process, the timeline of the application process, and providing information about the position the candidate applied for. A recruitment process is considered successful if we provide a smooth and seamless experience for our candidates. As we all know, the Talent Acquisition/Recruitment team plays a significant role in representing the company.

I have learnt that in order to ensure a positive candidate experience during the hiring process, it's essential to prioritize effective communication, transparency, and respect. Timely feedback, clear job descriptions, and realistic expectations contribute to a positive experience. Streamlined application processes, respectful treatment, and empathy for candidates' needs are vital. Additionally, providing opportunities for candidates to showcase their skills and fostering a welcoming atmosphere during interviews and updates (even when not too positive) can leave a lasting positive impression. Continuous improvement based on candidate feedback also helps one refine their hiring process for providing better experiences.

One thing we have found helpful is to offer the opportunity to candidates to prepare virtually before their interview with our clients. This has been discussed in some circles as a faux pas, however, we strongly believe this is our duty to our candidates to help them get their jitters out, to understand what is and is not an acceptable question or statement, and to ensure that they have a complete understanding of the role and responsibilities in order to show case their best selves. Candidates appreciate the opportunity to collaborate with someone who has extensive interviewing experience in a more neutral setting; we see it no different from role playing, which most employees and leaders do regularly to remain effective.

One thing I've always tried to do with candidates is to follow up with them once they're in the position. Recruiting doesn't stop with just the job offer well I want to make sure they are in the right position and have the opportunity to be successful in that role. Checking in and doing feedback is a great way to let them know that you will always be a resource for them and can support them through their journey.

As a recruiter i always made sure to ask this question ''what are you trying to achieve from your next job or what are your aspirations and if they are being met in your current role yes/no'' Based on the response i use to read the job details and offerings (not job description but notes gathered from hiring manager/project)which will help them to decide if they want to explore the role

From a recruiting perspective, talent professionals have to remember it's okay to say no, and candidates understand they are not the perfect fit for each and every job out there. It is our job in Talent to assess skills versus requirements, and educate the candidate on their fit. Taking it a step further, it's always a 2-way interview, so being honest and transparent about the company culture, ancillary benefits, and outlook are critical to proper, successful placement. All humans in this process want honesty, want to feel valued, and that all starts with open communication.

To ensure a positive candidate experience during hiring, we can do the following: - Let candidates know what steps they can expect and how long the process will take. - Respond to candidates promptly and professionally, This shows that we respect their time and effort. - We should avoid scheduling interviews at inconvenient times or canceling them at the last minute. - We need to create a welcoming and inclusive interview environment, This means being respectful of all candidates, regardless of their background or experience. - We should ask candidates for feedback on their experience with our hiring process, This feedback can be used to make improvements in the future.

When candidates don't progress after the interview, sometimes Talent feels uncomfortable sharing these pieces of feedback. We feel that interview feedback is critical, whether positive or negative. We've also found that even when the feedback isn't what the candidate had hoped, they often say things such as, "I realized I stumbled on that after the fact" or even "I really appreciate the opportunity to learn where I can improve in my next interview." No one loves bad news, but we can all appreciate an honest learning opportunity.

Would you ever ask an electrician to take a technical competency test? How about auditioning a landscaper to trim your bushes...for free? No? Why not? Because it's insulting and demeaning. And they'd likely tell you so. Emphatically. Why, then, do some employers result to such tactics to assess talent, rather than review a candidate's body of work and speak to people who they've worked with? When, as a marketer, will I EVER need to solve for when two trains, travelling in opposite directions, at different speeds, will pass eachover? (I wouldn't). Nothing telegraphs an employer's inability to judge talent and respect a candidate's time like using these hiring practices. In Yiddish, there's a saying..."it ends just as it begins".

- Employer Branding - Make a Good First Impression - Respond to Candidates - Guide them to understand the technical requirements for technical interviews and other rounds - Create Unique Experiences - Assist onboarding for a smooth transition - Shorten Applications