How do you build a positive candidate relationship?

1 Communicate clearly and frequently

One of the most important aspects of a positive candidate relationship is communication. You need to keep candidates informed about the status of their application, the next steps, and the expectations. You also need to respond to their questions and feedback promptly and politely. Communication should be consistent, transparent, and personalized. Use the preferred channel and tone of each candidate, and avoid sending generic or automated messages.

2 Show respect and appreciation

Candidates are not just resumes or numbers. They are people who have invested their time and energy in applying for your role. You need to show them respect and appreciation for their interest and skills. This means being punctual, attentive, and courteous during interviews, acknowledging their achievements and challenges, and thanking them for their participation. You also need to respect their privacy and confidentiality, and avoid asking inappropriate or irrelevant questions.

3 Provide value and feedback

Candidates want to learn more about your company, your culture, and your role. You need to provide them with valuable and relevant information that can help them make an informed decision. You can share insights about your vision, values, and goals, as well as the benefits and opportunities of working with you. You can also showcase your employee testimonials, success stories, and social impact. Additionally, you need to provide candidates with constructive and timely feedback after each stage of the hiring process. You can highlight their strengths and areas of improvement, and explain the reasons for your decision.

4 Be flexible and accommodating

Candidates have different needs, preferences, and circumstances. You need to be flexible and accommodating to their situations and requests. You can offer them options and alternatives for scheduling interviews, conducting assessments, and negotiating offers. You can also consider their availability, location, and accessibility, and use the appropriate tools and platforms to facilitate the process. You can also ask them for their feedback and suggestions on how to improve the candidate experience.

5 Build trust and rapport

Candidates want to feel comfortable and confident with you and your company. You need to build trust and rapport with them by being honest, friendly, and professional. You can use positive body language, eye contact, and active listening during interviews, and show genuine interest and curiosity in their background, goals, and motivations. You can also share some personal stories or anecdotes that can help you relate to them and break the ice. You can also follow up with them after each interaction, and express your enthusiasm and appreciation.

6 Deliver on your promises

Candidates expect you to deliver on your promises and commitments. You need to follow through on your actions and words, and avoid making false or unrealistic claims. You need to meet the deadlines and expectations that you have set, and inform candidates of any changes or delays as soon as possible. You also need to honor the terms and conditions of your offer, and provide candidates with a smooth and seamless onboarding process. You also need to maintain contact with them until they join your team, and welcome them warmly and sincerely.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?