{"id":7946,"date":"2015-11-19T09:00:21","date_gmt":"2015-11-19T17:00:21","guid":{"rendered":"http:\/\/recruitloop.com\/blog\/?p=7946"},"modified":"2023-05-12T11:53:48","modified_gmt":"2023-05-12T18:53:48","slug":"positive-candidate-experience","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/positive-candidate-experience\/","title":{"rendered":"7 Ways to Guarantee a Positive Candidate Experience"},"content":{"rendered":"

There are literally thousands of articles available for candidates<\/em>\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<\/em> to wear to a job interview. I even wrote an entire book on the subject a few years ago!<\/p>\n

With the war for top quality talent raging pretty fiercely right now, it\u2019s also critical for hiring managers and 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

In a previous post I\u00a0shared some feedback on what employers think about recruiters<\/a>. Now it\u2019s the candidates\u2019 turn to have their say. And whilst a few of these tips might seem pretty damn obvious, unfortunately far too often the way we interact with our candidates adds to the \u2018not so positive\u2019 reputation that recruiters have out there in the big wide world.<\/p>\n

As a recruiter or hiring manager, what can you do to ensure a positive candidate experience?<\/p>\n

1.\u00a0Respond to every application<\/strong><\/h2>\n

Hello? Is anybody out there?<\/em><\/p>\n

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. But just don\u2019t keep them waiting in antici \u2026 pation!<\/p>\n

Here are a few quick suggestions:<\/p>\n

You might want to include a \u2018disclaimer\u2019 at the end of every ad that says something along the lines of \u201conly applicants meeting the strict criteria outlined above will be contacted as part of the shortlisting process<\/em>\u201d. 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.<\/p>\n

Setup an auto-response advising candidates of how long the shortlisting process might take. At least this helps alleviate the feeling of them being kept in limbo.<\/p>\n

One of the most common pieces of candidate feedback<\/a> is that they never hear back from the recruiter even though they followed all the necessary steps in the application process.<\/p>\n

2.\u00a0Prepare for every interview<\/strong><\/h2>\n

‘Be Prepared’ shouldn’t only be a motto for the Boy Scouts.<\/p>\n

Don\u2019t wait for the call telling you that your candidate is waiting for you in reception before quickly printing the CV and grabbing it off the printer on your way to meet the candidate. It really isn\u2019t a good look if you start flicking through the CV in front of them making it very apparent that no preparation has taken place.<\/p>\n

I remember sitting in on one of my own consultant\u2019s candidate interviews many years ago. I was quite shocked when two minutes into the interview the candidate pointed out that my recruiter wasn\u2019t even looking at her CV. It was a bit embarrassing for all parties.<\/p>\n

Here\u2019s a hint: 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) CV, and to sufficiently familiarise yourself with the candidate\u2019s work history and background. This is also the perfect opportunity to prepare four or five key interview questions before you walk into the interview room.<\/p>\n

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

3. Never\u00a0keep your candidate waiting<\/strong><\/h2>\n

“You’re sorry to keep me waiting? I don’t believe you!”<\/em><\/p>\n

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

Try not to keep 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. Making them wait in your reception or in a meeting room is like a dentist keeping a patient waiting unsure of how painful the next 45 minutes will be.<\/p>\n

One more thing on this topic: 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) \u201cSo did you get here OK?<\/em>\u201d. 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!<\/p>\n

4. Spend at least<\/em> 30 minutes with every candidate<\/strong><\/h2>\n

Whilst there are some recruiters who still choose to operate under the philosophy of \u201cget \u2018em in \u2026 get \u2018em out<\/em>\u201d, this is one instance where common courtesy should prevail.<\/p>\n

In order to avoid being tarnished as just another \u2018churn and burn<\/em>\u2019 or \u2018bums on seats<\/em>\u2019 recruiter, you should try to spend at least 30 minutes<\/em> with every candidate. Trust me, your first reaction about whether your candidate is right for your client\u2019s role could well be wrong \u2026 as I learned when I interviewed Serge back in 2003.<\/p>\n

When our receptionist called to tell me that Serge had arrived and was waiting for me in one of our meeting rooms, I could tell that she was trying her best not to laugh.<\/p>\n

I walked into interview room #4 and was greeted by a very<\/em> large gentleman wearing a bright fluorescent green short-sleeved shirt, a Charlie Chaplin like bowler hat, and a bow tie that illuminated red flashing lights every few seconds. It was a hot day and Serge was perspiring \u2026 a lot<\/em>.<\/p>\n

What made the situation even more awkward was when I gestured to Serge to take a seat, I noticed that he wasn\u2019t able to physically fit into our tub chairs, so I quickly moved the meeting to a different meeting room where we had a small sofa.<\/p>\n

If I\u2019d ever been inclined to \u201cgo on gut feeling\u201d, this would have been the moment. I was sitting opposite a combination of Hagrid<\/em> from Harry Potter<\/em> and Krusty the Clown<\/em>. To be honest many recruiters would have wrapped the interview up pretty quickly, perhaps even writing Serge off as totally unsuitable.<\/p>\n

Instead I pretty much grilled Serge for 30 minutes on his past work experiences and I have to admit his answers were fantastic. He was more than capable of fulfilling the responsibilities required\u00a0by my client.<\/p>\n

In preparing him to meet with my client, I completely refined his wardrobe and suggested he arrive in their lobby at least half an hour before the interview to cool off. I then briefed the client and suggested that they too book in a meeting room with sofas.<\/p>\n

Serge was successful at interview and was offered the job on the spot.<\/p>\n

Nice!<\/em><\/p>\n

5.\u00a0Don’t ask your candidate stupid\u00a0questions<\/strong><\/h2>\n

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.<\/p>\n

This can be achieved by collecting, confirming and clarifying as much information as possible through thorough questioning.<\/p>\n

A candidate shared a story with me the other day. He\u2019d recently applied for a sales role in the tech sector and apparently the recruiter had asked him just three questions:<\/p>\n

    \n
  1. \u201cIn your own words, could you please explain the internet?<\/em>\u201d<\/li>\n
  2. \u201cIf our company was a sports star, who would we be?<\/em>\u201d<\/li>\n
  3. \u201cWhat Ben & Jerry\u2019s ice-cream flavour can you relate to most and why?<\/em>\u201d<\/li>\n<\/ol>\n

    \u201cWhat can sports cars or ice cream flavours possibly have to do with the job I applied for?<\/em>\u201d<\/p>\n

    Ineffective. Pointless. Futile.<\/p>\n

    Whilst the answers to these questions may be interesting<\/em>, in no way do they help you accurately assess\u00a0a candidate\u2019s past behaviour<\/a>, core competencies or ability to in fact do\u00a0<\/em>the job in question.<\/p>\n

    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 role, is to ask questions<\/a> around how they performed a similar task\u00a0in the past<\/em>.<\/p>\n

    6.\u00a0Listen twice as much as you talk<\/h2>\n

    Another common reason for a candidate to lose faith in you\u00a0is if they feel\u00a0you\u00a0just talked to \/ at them as opposed to asking them any meaningful or relevant questions. In other words you\u00a0just go\u00a0into sales overdrive and talk about\u00a0yourself\u00a0or the\u00a0opportunity for the entire interview.<\/p>\n

    Remember that you have two ears and one mouth for a reason. This means that you should listen twice as much as you talk.<\/p>\n

    “I didn’t even get a word in<\/em>” is one of the most common candidate complaints.<\/p>\n

    Never oversell the role.<\/p>\n

    Ensure your candidate feels comfortable but also don\u2019t spend an hour just chatting to them either. You want to make the right hire\u00a0so make sure you run a professional and effective interview.<\/p>\n

    7.\u00a0Provide every candidate with feedback<\/strong><\/h2>\n

    Sure it\u2019s nice to call a candidate, tell them how impressed you were with them at interview and to arrange a time for another meeting. And we all know how good it feels\u00a0to call a candidate and to verbally offer them a job.<\/p>\n

    It\u2019s not so nice to have to call a candidate, thank them for their time, but let them down gently<\/a> and tell them that they have been unsuccessful. But this is still something you must do if nothing else to maintain a professional reputation in the market.<\/p>\n

    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. 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 personally<\/em>.<\/p>\n

    Please\u00a0don\u2019t let days (or weeks) go by without providing your candidate with feedback. 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. Provide them with feedback \u2013 whether positive or constructive \u2013 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

    \u201cI<\/em> couldn\u2019t believe I was rejected via text message!<\/em>\u201d<\/p>\n

    Remember, a satisfied candidate might tell a friend about their positive experience. But a disgruntled candidate will tell at least 10 friends how appalled they were with their interview experience. And there\u2019s no stopping the damage they could bring to your reputation when they begin their social media tirade.<\/p>\n","protected":false},"excerpt":{"rendered":"

    It’s critical for hiring managers and recruiters to create a positive candidate experience if they want them to remain loyal and not head straight to a competitor.<\/p>\n","protected":false},"author":3,"featured_media":8678,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[158,148],"tags":[],"yoast_head":"\n7 Ways to Guarantee a Positive Candidate Experience<\/title>\n<meta name=\"description\" content=\"The war for talent is fierce so it's critical for hiring managers and recruiters to create a positive candidate experience.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.zippia.com\/employer\/positive-candidate-experience\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"7 Ways to Guarantee a 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