{"id":5374,"date":"2022-12-16T09:30:49","date_gmt":"2022-12-16T17:30:49","guid":{"rendered":"http:\/\/recruitloop.wpengine.com\/?p=5374"},"modified":"2023-05-11T14:51:16","modified_gmt":"2023-05-11T21:51:16","slug":"recruiter-tips-how-to-make-a-great-impression-with-your-candidates","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/recruiter-tips-how-to-make-a-great-impression-with-your-candidates\/","title":{"rendered":"7 Ways to Make a Great Impression With Your Candidates"},"content":{"rendered":"<p><!--Skip-->\n<link href=\"https:\/\/static.zippia.com\/galleries\/css\/htgaj.css\" rel=\"stylesheet\"\/>\n<p>There are literally thousands of articles available for candidates\u00a0on how to leave a lasting first impression throughout\u00a0the recruitment process. Everything from how to craft an engaging cover letter; to how to make a r\u00e9sum\u00e9 stand out; and even to what not to wear to a job interview.<\/p>\n<p>With the war for top quality talent raging pretty fiercely right now, it\u2019s also critical for recruiters to leave a positive first impression on\u00a0their candidates \u2013 that is, of course, if they want their candidates to remain loyal and to not run straight into the arms of their competitors.<\/p>\n<p>Here are seven ways to help make a great impression with your candidates and win them over.<\/p>\n<p><b>Key Takeaways:<\/b><\/p>\n<ul class=\"large-bullets\">\n<li>\n<p>After a candidate submits an application, make sure you respond to it, even it is an automatic response.<\/p>\n<\/li>\n<li>\n<p>Avoid being late to the interview, remember their time is just as important as yours.<\/p>\n<\/li>\n<li>\n<p>Avoid asking any stupid or irrelevant questions and make sure you listen twice as much as you speak.<\/p>\n<\/li>\n<\/ul>\n<p><img alt=\"7 Ways to Make a Great Impression With Your Candidates\" src=\"https:\/\/www.zippia.com\/employer\/wp-content\/uploads\/2016\/04\/7-ways-to-make-a-great-impression-with-your-candidates.png\" style=\"width:100%;\"\/><\/p>\n<div style=\"color: #8a6d3b; background-color: #fcf8e3; border-color: #faebcc; padding: 15px; margin-bottom: 20px; border: 1px solid transparent; border-radius: 4px;\"><div style=\"color: #8a6d3b; background-color: #fcf8e3; border-color: #faebcc; padding: 15px; margin-bottom: 20px; border: 1px solid transparent; border-radius: 4px;\"><strong>Free eBook:<\/strong> This guide is filled with essential tips for anyone looking to grow their team and will help you work through every step of the talent attraction process. <a class=\"manual-optin-trigger\" href=\"#\" data-optin-slug=\"w3crm4yynaekffrq\">Download Now!<\/a><\/div><\/div>\n<h2 class=\"fancy\" class=\"fancy\" id=\"7-ways-to-make-a-good-impression-with-your-candidates\">7 Ways to Make a Good Impression With Your Candidates<\/h2>\n<ol class=\"ordered-list-large\">\n<li class=\"ordered-list-large-item\">\n<p><b>Respond to your candidates.<\/b> If a candidate has taken the time to apply\u00a0to an ad you\u2019ve posted on a job board, then you should give them the courtesy of some kind of response \u2013 yes \u2026 even an automatic response is sufficient.<\/p>\n<div class=\"example-answer\">\n<blockquote>\n<p><b>For example:<\/b> You might want to include a \u2018disclaimer\u2019 at the end of every <a href=\"https:\/\/www.zippia.com\/employer\/how-to-write-an-effective-job-advertisement\/\" rel=\"noopener\" target=\"_blank\">job ad<\/a> that says something along the lines of \u201c<em>only applicants meeting the strict criteria outlined above will be contacted as part of the shortlisting process<\/em>\u201d.<\/p>\n<\/blockquote>\n<\/div>\n<p>That way if the candidate doesn\u2019t hear back from you they understand that in this particular instance no news unfortunately doesn\u2019t mean good news. Set up an auto-response advising candidates of how long the shortlisting process might take.<\/p>\n<p>At least this helps alleviate the feeling of them being kept in limbo. One of the most common pieces of candidate feedback is that they never hear back from the recruiter even though they followed all the necessary steps in the application process.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Take time to prepare before interviewing a candidate.<\/b> Don\u2019t wait for the call telling you that your candidate is waiting for you in reception before quickly printing the resume\u00a0and grabbing it off the printer on your way to meet the candidate.\u00a0It really isn\u2019t a good look if you start flicking through the resume in front of them making it very apparent that no preparation has taken place.<\/p>\n<p><b>Here\u2019s a hint:<\/b> If you are booking a candidate in to meet with you at 3:00pm, block your calendar from 2:45pm, allowing you sufficient time to print the (correct) r\u00e9sume, and to sufficiently familiarize yourself with the candidate\u2019s work history and background.<\/p>\n<p>This is also the perfect opportunity to prepare four or five <a href=\"https:\/\/www.zippia.com\/employer\/behavioural-interview-questions\/\" rel=\"noopener\" target=\"_blank\">key interview questions<\/a> before you walk into the interview room. Oh \u2026 and whilst this might sound pretty obvious in terms of preparation, ensure that your interview rooms are tidy and presentable. No half finished glasses of water from a few hours earlier; no notes from previous interviews; and no Mentos wrappers scattered across the table!<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Never keep a candidate waiting.<\/b> No matter how qualified or experienced a candidate is, a job interview can still be a daunting situation. So as a recruiter it\u2019s important that you make the candidate feel comfortable and relaxed.<\/p>\n<p>Do not\u00a0keep them waiting. Assuming they are on time, then meet with them immediately. There\u2019s no need to pretend you\u2019re more important than they are, or that you\u2019re any busier than they are.<\/p>\n<p>If for whatever reason you do keep your candidate waiting, please offer them a glass of water. Then when you eventually meet with them please avoid the all too clich\u00e9d (not to mention overused) \u201c<em>So did you get here OK?<\/em>\u201d.<\/p>\n<p>Unless they look like they fell off the ferry or have been caught in a tornado, then just assume that they had no problems finding your office. Everyone has google maps!<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Spend <em>at least<\/em> 30 minutes with every candidate.<\/b> Whilst there are some recruiters who still choose to operate under the philosophy of \u201c<em>get \u2018em in \u2026 get \u2018em out<\/em>\u201d, this is one instance where common courtesy should prevail.<\/p>\n<p>In order to avoid being tarnished as just another \u2018<em>churn and burn<\/em>\u2019 or \u2018<em>bums on seats<\/em>\u2019 recruiter, you should try to spend <em>at least 30 minutes<\/em> with every candidate. <\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Don&#8217;t ask your candidate stupid questions.<\/b> If you\u2019re lucky enough to have a great candidate sitting in front of you, you need to ensure you make the most of the situation \u2026 and not waste either party\u2019s time. This can be achieved by collecting, confirming and clarifying as much information as possible through thorough questioning.<\/p>\n<p>A friend\u00a0shared a story with me the other day.\u00a0He\u2019d recently applied for a <a href=\"https:\/\/www.zippia.com\/employer\/top-questions-for-sales-candidates\/\" rel=\"noopener\" target=\"_blank\">sales role<\/a> in the tech sector and apparently the recruiter had asked him just three questions:<\/p>\n<ul class=\"large-bullets\">\n<li>\n<p>In your own words, could you please explain the internet?<\/p>\n<\/li>\n<li>\n<p>If our company was a sports star, who would we be?<\/p>\n<\/li>\n<li>\n<p>What Ben &amp; Jerry\u2019s ice-cream flavor can you relate to most and why?<\/p>\n<\/li>\n<\/ul>\n<p>Whilst the answers to these questions may be <em>interesting<\/em>, in no way do they help you accurately assess a candidate\u2019s past behaviour, core competencies or ability to in fact <em>do<\/em> the job in question.\n<\/p>\n<p>Gone are the days of just asking about strengths and weaknesses. And hypothetical questions are a thing of the past. The only way to determine how your candidate will perform in your client\u2019s role, is to ask questions around how they performed a similar task <em>in the past<\/em>.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Listen twice as much as you speak.<\/b> Another common reason for a candidate to lose faith in a recruiter is if they felt the recruiter\u00a0just talked to \/ at them as opposed to asking them any meaningful or relevant questions.<\/p>\n<p>In other words the recruiter just went into sales overdrive and talked about themselves or their client\u2019s opportunity for the entire interview. Remember that you have two ears and one mouth for a reason.<\/p>\n<p>This means that you should listen twice as much as you talk. Never oversell the role. Ensure your candidate feels comfortable but also don\u2019t spend an hour just chatting to them either. You want to make the right hire so make sure you run a professional and effective interview.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Provide prompt interview feedback.<\/b> Sure it\u2019s nice to call a candidate, tell them how impressed you were with them at interview and to arrange a time for them to meet with your client or to arrange a second interview with the hiring manager.<\/p>\n<ul class=\"large-bullets\">\n<li>\n<p>And we all know how good it feels\u00a0to call a candidate and to verbally offer them a job. It\u2019s not so nice to have to call a candidate, thank them for their time, but let them down gently and tell them that they have been unsuccessful.<\/p>\n<\/li>\n<li>\n<p>But this is still something you must do if nothing else to maintain a professional reputation in the market. Please don\u2019t just send a standard email (or text message!) letting them know your decision to not include them as part of the shortlist.<\/p>\n<\/li>\n<li>\n<p>Or to let them know that your client has decided not to take them to the next stage. They more than likely took time off work to come to meet with you, probably did the best they could at interview, so please have the decency to call them and let them down over the phone <em>personally<\/em>.<\/p>\n<\/li>\n<li>\n<p>Some candidates might think that \u201cno news is good news\u201d, while others might think that \u201csilence can only mean one thing\u201d. Don\u2019t keep candidates in a state of uncertainty.<\/p>\n<\/li>\n<\/ul>\n<p>Provide them with feedback &#8211; whether positive or constructive &#8211; regardless of the outcome of their interview. They will be grateful either way and more importantly they will respect your level of professionalism.<\/p>\n<\/li>\n<\/ol>\n<div ckmz=\"zippia\">\n<div class=\"row\" onclick=\"location.href='\/employer\/?src=inlinePostAJob-5374';\" style=\"font-size: 14px;color: #333; background: #fff; width: 100%; border: 1px solid #d8dee2; border-radius: 0 0 5px 5px; padding: 20px; justify-content: space-between;box-shadow: 0 18px 20px -20px rgb(0 0 0 \/ 15%); margin:0px; cursor:pointer;\">\n<div class=\"col-sm-8 col-xs-12\" style=\"-webkit-text-size-adjust: 100%; -webkit-tap-highlight-color: rgba(0,0,0,0); --vh: 12.87px;font-size: 14px;line-height: 1.42857143; color: #333; font-family: Open Sans,serif;font-style: normal; box-sizing: border-box;\">\n<div style=\"display: inline-block;margin-top: 10px;font-weight: 600;font-size: 20px;\">Get Started Hiring Now<\/div>\n<\/div>\n<div class=\"col-sm-4 col-xs-12\" style=\"font-weight: 600;font-size: 16px;line-height: 24px; text-align: center; text-transform: capitalize; color: #fff; background: #ff6000; border-radius: 4px; height: 48px; border: none; font-family: Open Sans,serif; display: -webkit-flex; display: flex; -webkit-justify-content: center; justify-content: center; -webkit-align-items: center; align-items: center;\">\n<a href=\"\/employer\/?src=inlinePostAJob-5374\" style=\"color: white!important;\">Post A Job<\/a>\n<\/div>\n<\/div>\n<\/div>\n<h2 class=\"fancy\" class=\"fancy\" id=\"ways-to-make-a-great-impression-with-candidates-faq\">Ways to Make a Great Impression With Candidates FAQ<\/h2>\n<ol class=\"ordered-list-large\">\n<li class=\"ordered-list-large-item\">\n<p><b>How do you attract top candidates?<\/b><\/p>\n<p><b>Having a good company reputation and having positive company culture is a great way to attract top candidates.<\/b> People want to work at a company that they feel welcomed and celebrated for their differences. Investing in your employees and developing personal relationships with them is a great way to help them grow in their career.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>What is the best way to create a good first impression?<\/b><\/p>\n<p><b>The best way to make a good impression with a candidate is to be approachable and smile.<\/b> Having a friendly demeanor about yourself will help candidates relax and be comfortable with you. Smiling will also show that you are enjoying their company and that you want to be there. Smiling will make you seem kinder and warmer.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>How do you make a candidate feel special?<\/b><\/p>\n<p><b>To make a candidate feel special, you should be on time to the interview and offer them a drink.<\/b> You should also know who they are and some facts from their resume without needing to look at it. It&#8217;s important to make them feel like you have a connection with them instead of them just being another candidate.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>How to you &#8216;wow&#8217; a candidate?<\/b><\/p>\n<p><b><\/p>\n<p>The best way to impress a candidate is to make them feel special and make them feel wanted there.<\/p>\n<p><\/b> This is especially important is you want to offer this candidate a position with your company. The best ways to make them feel wanted and special is to introduce them to make other managers and members of the team. You can also give them a tour of the office and share any company statistics or facts.<\/li>\n<\/ol>\n<h2 class=\"fancy\" class=\"fancy\" id=\"final-thoughts\">Final Thoughts<\/h2>\n<p>Remember, a satisfied candidate might tell a friend about their positive experience. But a disgruntled candidate will <em>tell<\/em> at least 10 friends how appalled they were with their interview experience. And there\u2019s no stopping the damage they could bring to your (and your company\u2019s) reputation when they begin their social media tirade.<\/p>\n<div style=\"color: #8a6d3b; background-color: #fcf8e3; border-color: #faebcc; padding: 15px; margin-bottom: 20px; border: 1px solid transparent; border-radius: 4px;\"><div style=\"color: #8a6d3b; background-color: #fcf8e3; border-color: #faebcc; padding: 15px; margin-bottom: 20px; border: 1px solid transparent; border-radius: 4px;\"><strong>Downloadable PDF:<\/strong> To generate business, most companies have to be creative. Check out the tips in The Ultimate Guide to Candidate Attraction and watch some awesome applications flow into your inbox. <a class=\"manual-optin-trigger\" href=\"#\" data-optin-slug=\"w3crm4yynaekffrq\">Download Your Free eBook.<\/a><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"<p>It\u2019s critical for recruiters to make a great impression with their candidates \u2013 that is, of course, if they want their candidates to remain loyal and to not run straight into the arms of their competitors.<\/p>\n","protected":false},"author":3,"featured_media":13230,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[99,112],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.9 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>7 Ways to Make a Great Impression With Your Candidates<\/title>\n<meta name=\"description\" content=\"Recruiters need to make a great impression with 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