You’re immersed in the hiring process every day, however, your candidates are not – and it’s easy to forget just how stressful finding a new job can be. In a recent study, looking for a new job was rated as one of the top three most stressful activities in life, well ahead of “doing taxes.” TA leaders and recruiters can use this to their advantage: Reducing candidate stress in hiring could very well be an extra edge that helps you move talented candidates to strong new hires.
5 Ways to Make Your Hiring More Candidate-Centric
Reducing candidate stress in hiring is about finding ways to deliver a more candidate-centric experience, one that responds to candidates’ needs logistically and takes into account how they may be feeling, too. Here are five strategies that can get you started:
1. Make initial engagement fast and simple.
Whether candidates are clicking into your hiring process via social, starting an application from a job board, or simply looking for some initial answers about your company, make sure their interaction can be straightforward and immediate. Don’t lose potential A-list candidates to stress before they even get started.
2. Speed up scheduling.
Replace phone calls with automated scheduling technology to set up interviews. Phone tag is terribly inefficient for recruiters. For candidates, it’s a time-waster that delays getting to know your company as a possible employer. AI-driven scheduling that’s part of purpose-built interviewing technology (like Modern Hire) can eliminate the back-and-forth and create flexibility and convenience for candidates. Additionally, it aids in reducing candidate stress in hiring.
3. Share critical info in advance.
Most candidates have some nerves before an interview, but why compound that anxiety by leaving them in the dark about the details? The 2017 Candidate Experience Research report indicates less than half of companies with a 5-star experience provide interviewer names and a detailed agenda prior to the interview. Even more startling, 59% of companies rated as having a 1-star experience provide almost no information in advance. Be the company that helps them know what to expect before a video, voice or live interview.
4. Make the process clear.
Step up your communication efforts so candidates know the steps of your hiring process and timing, which can reduce their stress and possibly the volume of candidate inquiries about their progress which recruiters receive.
5. Stop turning away runner-ups.
With talent shortages prevalent, companies are changing their hiring approach to shift away from a job/requisition fill TA model. With all the effort and resources that have gone into hiring, it makes sense to see if the runner-up candidate could be a smart hire too. Keep in mind that those you do reject will share their experience with close friends as well as social media. Elements of more candidate-centric rejection include making time for communication so candidates aren’t left waiting, providing feedback, and inviting them to apply again for positions in the future.
Any day, including Tax Day, is a good time to review what candidates are experiencing when they interact with your organization.
More ideas for making your candidate interactions positive and memorable, download your copy of A Winning Candidate Experience.