Every company and its hiring managers want to hire the best talent. Will putting out a great job add do the trick? We are afraid it won’t!
So, how to hire employees who fit the bill? It will help if you win the trust of the candidates. A positive image of your company needs to be projected. It will attract smart and talented people who are serious about their careers.
Afterward, delight them with a seamless hiring experience. This will further enrich the positive word of mouth for your company.
Let’s look at the 5 tips on how you can establish trust with candidates by creating a positive candidate experience
- Comprehensive Career Site – The first impression is the last impression. This implies to the digital image of your company also. Your career site should be focused on its target audience, i.e., aspiring candidates. They should get all the relevant information about your company on the site. Job descriptions, employee feedback, client feedback are some of the vital details which should not be missing from your company’s Career page. This will provide the candidates with a sense of familiarity and trust in your company.
- Transparency During the Hiring Process – Honest and transparent job descriptions will give your hiring process a great head start. It will eliminate the unsuitable ones. At the same time, it will attract the people capable of the job. Any day clarity is preferred over Fancy Jargon! While interviews, mention both the downside and upside of the job. Underplaying a position to check how much an applicant is willing is also a bad idea. If possible, take a test or sample work. In this way, you will be able to assess the actual potential of the candidate. Communicate the reason for selection as well as non-selection.
- Establish Proper Communication – The moment a job seeker applies to your company, a communication channel is open. Provide each candidate with respect in the form of a proper and timely response. Unfortunately, some companies still practice “we will get back to you” kind of standard answers. This is 2020! The world is enriched with information technology like never before. Use It! Establish a proper system of communication. An automated mail can be sent to the candidate at every step of his application. Send notification on receiving an application, interview call, and selection or non-selection (with proper explanation). Keep your word! Call after a week if you’ve promised a week. Delayed communication will decrease their trust in your company’s efficiency.
- Feedback is Crucial – Smart people research before applying for a job. Suppose they get negative feedback about your hiring process. In that case, they will refrain from applying to your company—for example, no response after the interview or late call of interview after job application. Most of the companies have an employee survey in place. But very few companies survey their job applicants. These are the people who can help you improve your hiring process; give them a chance to fill up a small survey form. Keeping it unanimous will help in getting frank opinions. Take feedback from both selected and non-selected candidates.
- Personal Touch for Brownie Points– Who doesn’t like a personal touch? Take an interest in them. Remember your last interaction. Make notes if necessary. Invest time in discussing their weakness, strength, and skill set. But please, be real throughout. Don’t put on a show because they will know. Share your company presentation. They will feel important. When you first meet, introduce yourself in detail. The whole process should be applicant-centric. You are not the only one making a decision. They will also be judging you and your company all along.
As a recruiter, you know what difference a brilliant and an average person can bring to the table. A job seeker thinks about plenty of factors before applying anywhere. For example, the scope of growth, the company’s stability, and will it be some fun or all work. It’s your responsibility that they get positive answers in their research.
Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.