Everyone understands the role Recruiters play in ensuring a great candidate experience, but they are only one piece of the puzzle.
1. Hiring Manager engagement is critical. The connection a candidate feels with his/her new potential Hiring Manager can be the single most important factor in a candidate's decision, yet many Hiring Managers fail to appreciate the role they play as ambassadors. Respecting candidates' time by showing up on time, being familiar with the candidate's background, being prepared to answer questions and being fully committed to the conversation should be a starting point for any Hiring Manager that wants to attract top talent. Anything less is disrespectful to candidates, many of whom are highly sought after and have to choose between competing opportunities.
2. Having the right supporting infrastructure in place is also important to setting the hiring process up for success. Every candidate wants to see a thorough and accurate job description and feel a personal connection to the opportunity before making themselves vulnerable and committing to a hiring process. Generic documentation will still attract candidates who are applying to many roles, but they miss the opportunity to attract the right people by giving them the context they are looking for.
3. Systemic issues must be addressed proactively as an organization and not on an ad hoc basis during individual hiring conversations. Companies offering salaries below market not only struggle to close candidates at final stages, they also create a frustrating experience for the candidate who feels undervalued. Companies who repeatedly ignore systemic salary issues quickly gain the wrong employment brand. Internal administrative processes can also be a barrier. Long approval times and long screening processes result in lost candidates and wasted time.
In today's market, giving candidates a positive experience requires commitment by the enterprise as a whole, with Recruiters playing their role, partnering with engaged hiring managers and supported by internal processes and documents that reflect agile thinking by the organization as a whole.
In job seekers’ eyes, the worst offense hiring managers can commit is not respecting their time by canceling, showing up late, or being unprepared for an interview (45 percent). This is closely followed by providing inconsistent job descriptions (42 percent) and poor communication (41 percent).