Congratulations, you're on the right track to making it suck spectacularly! But if the allure of turning that epic saga into a fairy tale ending tickles your fancy, stick around. We've got the magic beans to grow your recruitment strategy from beanstalk to castle in the clouds.
Continuing to hammer away at a topic until the candidate breaks isn't just bad form; it's a masterclass in how to ensure they run for the hills. Best practice? Practice empathy. Understand that interviews are stressful and aim to create a conversation, not a courtroom drama.
Asking the same questions over and over across different interview stages doesn't just bore your candidates; it makes your process look disorganized. Coordination among interviewers is key to showing candidates you value their time and story.
Poor interviewer bedside manner turns off candidates faster than a light switch. Training on emotional intelligence can help interviewers make candidates feel valued and respected, regardless of the outcome.
Random brain teaser questions more often measure a candidate's patience for nonsense than their suitability for the job. Focus on relevant, role-specific challenges that provide insight into the candidate's actual work approach.
Leaving candidates hanging without feedback is the recruitment equivalent of ghosting. It's not just rude; it's damaging to your employer brand. A simple, automated follow-up can keep candidates in the loop and feeling respected.
Generic feedback is about as useful as a chocolate teapot. Specific, constructive feedback helps candidates improve and leaves a positive impression of your brand, regardless of the decision.
A lengthy recruitment process is a surefire way to lose candidates to competitors. Streamlining your process and setting clear timelines respects the candidate's time and keeps them engaged.
Being late shows a lack of respect for the candidate's time. Punctuality sets the tone for the professional respect and courtesy you extend to your team members.
Salary transparency upfront respects candidates' time and aligns expectations. It's a hallmark of an open, honest culture.
Coaching interviewers not only improves the candidate experience but also enhances your team's hiring skills. It ensures candidates meet with informed, empathetic, and well-prepared interviewers.
Scorecards provide a structured, unbiased framework for evaluating candidates. It ensures decisions are based on merit, reducing bias and improving hiring quality.
Clarity on the recruitment process sets candidates' expectations and reduces anxiety. It's like giving them a map in a treasure hunt, where the treasure is a great job at your company.
An Applicant Tracking System (ATS) is not just a tool for governance; it's a weapon for winning the war for talent. It streamlines communication, keeps candidates informed, and ensures no one falls through the cracks.
Encouraging feedback from candidates about their experience shows you value continuous improvement. It turns the interview process into a two-way street, providing valuable insights for both parties.
Having a clear, unified understanding of role requirements among your hiring team prevents miscommunication and ensures candidates are evaluated against the same criteria.
Setting and adhering to Service Level Agreements (SLAs) for response times shows candidates you respect their time and are serious about your process. It builds trust and keeps candidates engaged.
Measuring core metrics like Net Promoter Score (NPS), Time to Hire (TTH), and Glassdoor reviews gives you a bird's-eye view of your hiring health. It allows you to pinpoint areas for improvement and celebrate successes.
Transforming your candidate experience from a horror show to a blockbuster hit requires commitment, empathy, and a bit of organizational soul-searching. By avoiding the cardinal sins of candidate engagement and adopting practices that respect and value your candidates' time and experiences, you can turn the recruitment process into a competitive advantage. This isn't just about making candidates happy; it's about setting the stage for a dynamic, engaged workforce that believes in your company from day one. Now, go forth and make your candidate experience not just suck less, but truly pop!
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