CANDIDATES PROMOTE YOUR BRAND & IMPACT YOUR BOTTOM LINE
Early in my career, a manager emphasized a key part of recruiting. He said,
“Treat all candidates like customers. If candidates have poor experiences, they will share with countless people and damage our brand.”
This advice was true then and is true now. With the growth of social media, the damage to your company could be much farther reaching and long-lasting.
According to a 2018 candidate experience survey conducted by the Talent Board, 69.7% of candidates reported no feedback after being rejected for a job. However, 52% of candidates said that feedback after the interview increased their positive impression. They were more likely to check back in the future, refer others, or make purchases from that company.
Candidate feedback is a critical aspect of the hiring process, so improving your reply rate can help you attract and retain top talent.
Let’s take a closer look at how it works.
The Importance of Candidate Follow Up
Following up shouldn’t be limited to job offers. Even if you let someone know they’re not getting the job, that feedback can improve your reputation as an employer. Some reasons include:
- Providing closure for candidates
- Demonstrating your respect for their time
- Improving your employer brand and reputation
Maintaining positive relationships also broadens your talent pool. While they may not be a fit for your current opening, they could be a good candidate in the future. And we all know job applicants talk, so you want to avoid the natural inclination to make negative statements about their experience.
Best Practices for Following Up
The candidate experience starts with improving reply rates. Every step in the process should include some level of contact to make candidates feel valued.
Start by personalizing the message to provide substantive details to help job seekers learn from the process. An automated message is acceptable in the early stages, but for later stages, follow up individually.
Email messages need to get directly to the point. Whatever your message, make sure it’s brief and easy to understand.
Make sure your messaging fits with your employer brand and values. Be consistent with the answers you provide so no one can misconstrue information.
It can also be helpful to provide data to help candidates understand if they are not selected. For example, let them know how many candidates were in the last round of consideration and what led you to your decision.
You may have many strong candidates for one role or a great candidate that is not the best fit for your opportunity. Taking the time to connect them with another employer improves the candidate experience and may lead to success somewhere else.
Keep in touch with former candidates, especially those who made it to the final rounds. They can become great potential hires and sources of referrals in the future.
When you need recruiting support, it pays to have a partner like Sigred Solutions. We can help. We connect great employers with amazing talent and stay to support your success. Contact us to learn more today.