Hiring a candidate for a position requires careful consideration and attention to detail. However, more times than not, focusing on what you think is important results in other details being forgotten. Think back to past experiences where you remembered applying for a position and the company did something that left a bad taste in your mouth. The application process was way too long or the company did not keep you up-to-date on the hiring process. Whatever the reason may have been, it left a residual feeling about that company. Workplace Trends mentions from their work that 60% of job seekers have had a poor experience in their process, and of that percentage, 72% talk about it to other people. Because of this, as an employer, you do not want to have candidates walking away with negative sentiments all due to lack of facilitating a practical, positive experience. Here are some simple tips in making sure your hiring process results in candidates speaking highly of the process itself and the company too.
Have a fluid application process
Ever had a moment when filling out an online application for a position and submit your entire work history into numerous sections and boxes, only to then be asked to submit your resume on a Word doc or PDF? Surely you have had the thought, “Why did I spend all that time writing down all my history.” Well, that is one of many aspects of the process that candidates note as irksome and creates a bad experience for the candidate. I recommend focusing on reviewing resumes, online portfolios and LinkedIn profiles, as they typically have the most up-to-date candidate information. However, if you are at a company that leverages online applications, I recommend looking into developing the tech in HR needed to create an auto-populate process. Companies likes Formstack and Wufoo specialize in creating forms and applications processes where by submitting a document, all the pertinent information you are looking for is automatically populated into various fields. That takes the workload off of your colleagues and eases the application process for candidates.
Do not leave candidates in limbo
The work involved in managing a hiring process or a search committee is a job all in itself. Aside from reviewing mounds of resumes, scheduling time for people to go over applicants, talking to HR about screenings and more, it can cause people to focus their energy on getting things done. Because of this, certain courtesies fall to the way side. Namely, keeping in contact with candidates. Most times employers comply by sending the standard, “we regret to inform you…” notification that someone else has been selected for hire. If candidates are lucky at all, they receive the news weeks or months down the road. It is impolite and not the smartest move to be irresponsive, as candidates can potentially serve as a talent pool for future opportunities and can affect your reputation as a hiring manager. Gerry Crispin, co-founder, talks about setting clear expectations so that candidates are informed and aware of what is to come. Communicate timelines, hiring stages and candidate selections, while also responding to email inquiries. Simple gestures like these can bring the 60% of candidates who have had a poor hiring experience down by a lot.
Make the job description say what matters
Be sure that the description you have sent out to various job board sites and professional organizations is as up-to-date as possible and truly speaks to what the company needs. Reason why – you do not want to hire a candidate whose experiences and skills are outdated. As company needs change and markets develop in new ways, so must the roles and responsibilities of positions. How else will candidates know that they fit your needs if you do not clearly articulate them? Working with a recruiter helps provide that insight as they serve as the “outsider looking in perspective.” Make sure to include the basics like education level and years of experience, but be sure to think within the context of the role itself and the culture of the company. Use language that sets expectations for work and performance. This way you aren’t arbitrarily fishing for a particular type of person, but instead baiting the potentially best performer for the position. You want candidates to be able to actually visualize themselves in the role based off of the job description.
Again, these are simple suggestions to consider in making the hiring process a pleasant one for candidates. You want to have a talent pool that speaks highly of the company that will, in turn, cause candidates to share with others about their experience. The result will be a more manageable hiring process and more talent looking at your company for employment in the future.