There’s a real art to engaging job candidates and presenting your company as the employer of choice, but it can make a huge difference to whether you manage to bag that superstar or not.
What many interviewers seem to forget is that they’re being judged just as much as the interviewees are…
Lack of feedback, following interviews.
At Response, we always advise our clients to follow-up with every single candidate, whether rejecting them or offering them a job.
Leaving your candidates in the lurch after the interview could prove detrimental for your company, portraying you as indifferent and impolite.
The internet has made everything more transparent and negative feedback posted on social media, forums and review sites can really do damage to a company’s credibility.
You can pretty much guarantee that future candidates will check out your Glassdoor employer profile, before attending an interview.
If there’s even a shred of negativity, you could lose your ideal candidate!
Most hiring managers refuse to follow up with candidates for one reason:
It’s a lot of hassle.
“It takes time to call up all of the unsuccessful interviewees and it’s not exactly a fun job; turning people down left, right and centre!”
I hate to be harsh… but that’s just not true is it?
It takes just a few moments to send an email or to call a candidate and no, it’s not a pretty, but someone’s got to do it.
Maintain contact with all of your candidates throughout the entire process.
Keeping them informed about when they can expect to hear the verdict, whether the process has been put on hold, whether interviews are still being conducted etc…
A quick email, letting them know could really make a huge difference to your image as an employer.
If you do find a superstar, don’t let them slip through your fingers.
We’d always recommend calling a successful job candidate as soon as possible following their interview. It’s more personable, they’ll feel more loved and gives you a chance to gage their reaction and negotiate terms.
You should then follow-up with written confirmation of the job offer including…
…along with a request for them to complete a written acceptance form.
Good luck with your fantastic new member of staff!
The main thing to remember is – the recruitment process is a two-way street.
You’re on trial just as much as your job candidates so you should really be on your best behaviour – its not worth the aggro (especially online, for the world to see).
If you’d like to read more on the topic, check out these resources: