When CFO’s were asked what part of the job application do candidates make the most mistakes, 43% stated during the interview process. There are candidates who lack the skills to effectively interview. From not being able to successfully articulate their background and experience- to showing up late or just not doing their research and preparing for the interview can derail a candidate’s chance of getting the job. But what if it’s the recruiter that is prohibiting the company from recruiting and retaining qualified candidates? Recruiters are taught to be candidate- focused once they have identified a candidate that they would like to begin the interview process. Most recruiters are very good at sourcing candidates and reaching out to them to share the opportunity they are filling. There are things that cause a breakdown after the initial contact is made. This can deter a candidate from further pursing the opportunity or turning down an opportunity once it’s offered.
For most job seekers a job description is their first impression of a company. If the job seeker does decide to apply for the opportunity, then a recruiter is usually the next introduction to the company. Unfortunately, this interaction can sometimes stall the interview process or turn a candidate off completely. Here’s how to make your first, second, third and all impressions set a positive tone and help you secure a hire.
Most applicants become frustrated with the lack of communication during the interview and hiring process. Ensure that you are in continuous communication with your candidates. Do not let your initial call be the only time they hear from you until they are being offered the job.
- Being proactive in your communication will allow you to answer any questions the candidate may have during the process. If you are unable to answer the question you can direct them to the appropriate person.
- Empower your candidates to be their best by helping them prepare for their interviews. Many times the recruiter will know the “must haves” of the hiring manager. As the recruiter you can help the candidate prepare for the interview. Share useful information about the company, hiring manager and the role.
- Following-up after every part of the interview process with your candidate helps to build trust between you and them. This eliminates any surprises if the candidate becomes disengaged during the hiring process. If your candidate trusts you they will share their concerns and possible chances of withdrawing from the process.
- Once a candidate is offered the employment opportunity your job is not over. Stay in touch to ensure that they accept the offer and that their on-boarding is a positive experience.
- It is wise to follow-up with the hired employee from time to time. You can always be a resource for them for future opportunities or they may be able to refer other quality candidates to fill your jobs.
If the candidate is not chosen for the opportunity it is still very crucial to communicate with them. You always want to keep the lines of communication open. There is always a chance that the candidate may be a better fit for another opportunity.
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