Does Your Company Treat Candidates Well?

Companies only get one first impression. To build a strong employment brand, employers should consider what company outsiders see. Wanting to find ways to make your company’s candidate experience even better? Read the following tips.

1. RESPOND TO CANDIDATES—After a candidate applies to a job, please, please, please reply. I applied to over 150 jobs my senior year in college. I only heard an answer from about 25% of them. Even a one-sentence rejection email is appreciated.

2. Make sure the career page and online application are accessible—If candidates can’t find the job page or the application doesn’t work, the job opening doesn’t exist.

3. Write a clear job description—The person who used to have the position should write the job description. It’s hard for candidates to sell themselves if they don’t understand the job. Plus, you don’t want to hire someone with the wrong skills.

4. Make the interview specific— Candidates stake out the first page of Google search results for “interview questions.” We can tell by the questions asked if the interview is an afterthought. A company that knows what qualifications the job requires will make me more interested–I’m invested if you’re invested.

5. Take candidates on a tour of the office—Interviewers can say what they want about the office environment, but we want to form our own opinions. During my interview at RIVS, I was also interviewing with another company. When I was deciding between the two, I kept thinking about how I felt more comfortable touring RIVS than the other company.  I could see myself working well with the RIVS employees I met. This is something I can’t learn from a company website.

6. Slight messiness helps us relax—We don’t mind if the office is a little messy. I felt more relaxed seeing the chairs weren’t lined up perfectly in the interviewing room and the ottoman was askew. I’d rather see how the company truly is than develop the wrong impression and feel cheated.

7. Follow up—Not knowing how we did after the interview is worse than not hearing back after applying.  I interviewed with a company in November and they said they would get back to me in a week. Even after emailing them several times, I didn’t hear back until April. They made me re-do my interview because the original interviewer had switched departments. I don’t buy this company’s products anymore, nor does my family.

8. Surprise candidates—I’ve never been asked to take an automated written interview, so RIVS really caught my attention. I told several friends about how nice it was that a company finally matched an interview with the actual job. For my position, I would be writing a lot and they had me write a sample blog entry about HR tech. I also liked how I didn’t have to email back and forth to pick out an interview time. They just sent me an automated in-person interview request with four multiple-choice time options. It was much easier for me and I’m sure it was easier for them.

Not only does candidate experience impact a company’s ability to hire top talent, it also impacts a company’s brand. Right now, most job-seekers don’t hear anything after applying so acknowledging candidates will give you an edge. Showing you care about candidates is in your best interest too. Online interviewing is favored by candidates because candidates are able to see where they are in the process. Ask for a demo and see how online interviewing and video interviews can make your company brand stand out.