Is Your Candidate Experience “Buzz Worthy”?

By: Susan Schlink


One of the latest trends in hiring is “candidate experience” (and in case you missed it, I have a part 1 to this blog where I introduce the concept here). You often see articles along the lines of – “How to improve your candidate experience” or “Is your candidate experience dragging your reputation down?” The list can go on and on. As a talent thief, when I interact with candidates and they decline to explore the opportunity I am calling about, I always ask why.

Sometimes it’s just not the right time, other times it’s that they are relocating, but there are also candidates who decline a conversation because of a prior poor experience with the company. Maybe it was a poor experience they themselves had, but sometimes it’s even that they know someone else who had a poor experience while interviewing with the company.

One of the most common poor experiences candidates have is being “ghosted” by the company. In other words, they apply and never hear anything. They interview once and then there’s radio silence. No one likes being ignored – the same goes for a candidate.

Here are 3 simple ways to keep the conversation going with candidates and avoid ghosting:

  1. Thank candidates for applying. The candidate should receive a confirmation their application was received at some point in the process. Whether it’s automated or you have someone sending out individual emails, thanking someone for applying makes the process more personable and offers confirmation that someone’s seen their information.
  2. Be up front with candidates about the process. Once you begin the interview process, let candidates know when to expect to hear from someone – whether it’s 2 days or a month. If the process gets delayed, keep candidates in the loop. A word of caution though – when dealing with a passive candidate, they will lose interest much faster than a candidate that is actively seeking employment. The magic after the interview can quickly die if you have a long process and don’t keep them warm.
  3. Don’t leave candidates hanging. If you decide to not go with a candidate, notify them right away. They should be aware they were not chosen. Although it may not be easy, it’s best to be honest about why you didn’t select them. This can help them prepare better for the next interview or maybe even brush up on the skills they didn’t have.

Remember that if you “ghost” candidates – people talk. Have you ever received horrible customer service? If you’re anything like me, you probably told at least a few people about that… maybe more. You might have even gone on social media or told all your neighbors about your horrible experience. The same goes here. Candidates remember and will tell other people about their experience. It’s far better to have them share about the great experience they had with your company.

Beyond that, remember that your candidates are people. Put them first and you’ll have the “buzz worthy” candidate experience you’re looking for.

I’d love to talk more about how to boost your candidate experience or ways Titus can help you find the best candidates for your open roles. Click the button below to start the conversation!

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