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December 15, 2016 by
aliereadvisors
The hiring process can be long, drawn out, and stressful for both the company doing the hiring as well as the interviewee.

While you don’t want to waste valuable time and resources on recruiting and hiring, there is a fine line to be balanced between that and making top hires that will provide your organization with loyal and productive employees that are going to stick around for a long time to come.

There is nothing worse than spending the time to make a hire, training them, and then having them leave shortly after, only for the process to have to be begun once again.

bad-candidate-experience

The candidate experience is becoming a more and more important piece of the recruiting challenge.

Forbes reports that according to a survey of over 45,000 job applicants, 61% percent of those who reported having a positive experience noted that they would encourage peers to apply to that organization.

On the flip side of that, 27% of those who reported a negative candidate experience stated that they would discourage peers from applying to that company.

32% of those with a negative experience stated that they would somehow broadcast their perspective and 40% of those with positive takeaways would buy the goods and services of that company even if they weren’t hired.

The proof is in the pudding: a candidate experience one way or the other has quite the effect on a person.

So, as a business owner, how do you ensure that those coming in the door for interviews have a good experience? We have rounded up the best tips to help you do just that.

How to Provide the Best Candidate Experience

Be as communicative as possible

Forbes reports that over 70% of online applicants to jobs do not even receive a form reply from the company, which is surely a poor reflection of the organization in the eyes of the candidate.

Be sure to inform candidates of how the process is going to go to set expectations correctly. Most importantly, follow up with them either way – whether you are moving forward with them in the process or not.

communicative

Have candidates meet as many people as possible

Since you are looking for the best culture fit, it is best for you and for the candidate to let them meet as many people within the organization as possible.

Let them meet not only managers but those who will be their peers and teammates should they get hired. This will give them and you a better idea of how they would fit in on the team, if at all.

Ask for feedback

Asking candidates for feedback on their interview can help to know that their opinion matters and that you care about their experience.

Additionally, it can be helpful in ensuring a great experience going forward for future candidates. Whether you verbally ask or have them fill out a survey, this data will not go to waste.

How a PEO Can Help

If you feel like your organization needs help revamping the candidate experience, a PEO can be of great assistance in doing so. To find the PEO that works best for your organization, call us to receive a complimentary competitive analysis.

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