3 things job seekers want in the hiring process
October 25th, 2019
Maybe this sounds familiar: A new position opens at your office. You post the job, read the resumes, interview your top choices, and send your offer to the best fit. Easy!
Except… your top candidate accepted an offer at another company.
How could that be? Your company was exactly what they were looking for! A great team, supportive culture, interesting work, and a solid salary.
Unfortunately, you might have lost the applicant before they were able to consider those factors.
The market has changed. It’s no longer just the employer interviewing a potential employee; it’s also the other way around. If an application process takes too long or is too tedious, qualified applicants might look elsewhere. Or, even if there is a ton of interest in your job opening, your perfect employee might turn you down during the interview stage or another company might beat you to the punch with a quicker offer.
In other words, you could be losing exceptional employees before you reach the end of the hiring process if your hiring practices aren’t streamlined and user-friendly.
Candidates wants three things in their hiring process:
2. Open communication
How well your company accommodates these needs may ultimately determine whether you get your top candidate or not.
Let’s look at these in more detail:
Job seekers want a fast application process. This goes for more than just being able to easily upload a resume and cover letter to the website. They want quick calls and prompt follow-ups from the hiring manager. They want to know where they’re at in the process. If another company has a more efficient process, then the hiring manager there might make an offer and nab that great candidate while you are still deliberating. The best applicants are not going to be on the market for long, so make your process as streamlined as possible.
While encouraging open communication seems obvious, it’s frequently disregarded. Job seekers want their phone calls returned and their questions answered. They shouldn’t have to worry about never receiving responses to their emails or getting the runaround. And yet, many candidates never hear back after their interviews or have to wait weeks (or even months!) for a response. This immediately discourages applicants and makes them less likely to move forward with your company.
Open communication between the recruiter, hiring manager, and candidate, on the other hand, keeps everyone on the same page. Your applicants see that you’re serious, and it gives them faith in your company’s processes. They also feel seen and respected as professionals.
Job seekers are also looking for honest feedback. Applicants often ask us why they were passed on, why they didn’t get a second interview, and why the company didn’t think they were a good fit. Sometimes, neither the recruiter nor the applicant gets those answers.
Being forthright with your applicants helps develop a sense of trust and mutual respect. If they didn’t get a second interview because their interview skills weren’t up to par – tell them! This way, the job seeker can work on that skill and be better prepared for the next time.
Even if this particular job opening isn’t the right fit, if the applicant has a positive interview process, they may be more likely to come back in the future should an even better opportunity open or recommend their colleagues to your company.
Overall, maintaining a hiring process that respects the applicants is crucial to bringing on the best talent. If you need help finding and keeping exceptional candidates, let us help you get it right. Visit our website or send us an email at firstname.lastname@example.org