We can’t always control the reasons candidates drop out of our recruiting process. Some have compensation expectations we can’t meet. Others don’t feel a connection to our company’s culture. Sometimes a better offer comes along.
However, the top two reasons candidates drop out of the recruiting process are definitely in our control: 1) candidates’ time is disrespected during interviews and appointments, and 2) the recruiting process takes too long.
Throughout eight years of Talent Board candidate experience benchmark research, these have remained the top causes of candidate dropout. They’re hallmarks of a poor candidate experience in any job market, but they’re the kiss of death in today’s market. Interviewing is a two-way street: while you’re interviewing candidates, they’re interviewing you. Employers who deliver the best interviewing experiences (not to mention the best all around candidate experiences) have a distinct advantage in the competition for talent.
The question is … what can you do to ensure your candidate experience respects people’s time and doesn’t get bogged down at the crucial interviewing stage?
Enlist These 3 Best Practices
For starters, you can implement three interviewing best practices that are widely used by organizations that deliver award-winning candidate experiences:
- Give candidates more control.—Candidates have no control over most aspects of the interviewing and recruitment processes. This is partly why these processes can feel so unstructured and daunting to them. One way to alleviate these feelings is to allow candidates to self-schedule interviews at the times that are most convenient for them. You also might consider enabling candidates to complete their interviews at night or on the weekends by using on-demand video interviewing tools. Given today’s tight labor market and low unemployment, chances are many of your candidates are already working. Giving them the control they need to work around their busy schedules will be greatly appreciated.
- Help candidates prep for interviews.—Unfortunately, one-third of all candidates receive absolutely no help from employers in preparing for interviews, which makes an already stressful event even more nerve-wracking. By helping candidates prepare ahead of their interviews, you’re actually doing yourself a favor. By leveling the interview playing field, you’re ensuring you’ll find the right person for the job rather than merely someone who interviews well. Consider providing candidates with an agenda in advance of their interviews, along with the names and backgrounds of their interviewers. If you’re conducting a video-based interview, take the opportunity to provide a video message from the hiring manager so candidates can get understand more about the culture of the company and the culture of the department. This kind of assistance makes a great impression on candidates. They’ll not only rate your candidate experience highly, they’ll also be happy to remain in your talent pipeline even if they don’t get the job (a big plus in terms of retaining silver-medalist and future-fit talent).
- Give and ask for feedback after the interview.—The most universal expectation candidates have during the interview process is that they’ll receive feedback. They want to know as soon as possible how they did and what happens next. Believe it or not, very few organizations do a great job of delivering this kind of feedback. Only 37 percent of candidates say that HR/recruiting professionals clearly explain what will happen post-interview. But it’s important that you make an effort to do so, as clear communication and feedback help candidates understand and accept your decisions. If you really want to elevate your candidate experience, ask candidates for their honest feedback after their interviews. A stunning 56 percent of candidates are never asked to provide feedback on the screening or interview process. So listening to your candidates’ feedback will set you apart from a lot of your competitors and give you useful insights into how to improve your candidate experience.
These best practices will add the respect and structure that are the foundation of every great candidate experience.
Source: The Talent Board