Three Ways To Improve The Hiring Experience — For Your Candidates

According to a recent survey, nearly half (49%) of job seekers working in in-demand fields like technology say they’ve turned down an offer because of a bad experience during the hiring process. [1]

Two halves of a whole

Most organizations want to improve their hiring experiences to improve efficiency and grow their talent base. That’s just half of the relationship. The other side of the hiring experience is understanding your candidates, sending them meaningful messages, and communicating your values.

Organizations need to improve the hiring experience, in order to appeal to your hiring prospects and potential employees.

So what are some things your organization can do to improve the hiring experience for candidates?

1. Treat Them Like Customers

Good candidates have probably already done their homework to learn about your organization, but the hiring experience is the first time where you directly interact with them. It’s their first glimpse into how you truly operate as an organization, and it’s powerful. Without much comparative insight into how you get work done or the corporate culture, the hiring experience becomes a microcosm for your company. Candidates use the hiring experience to make inferences about how your organization does their work and how they make decisions.

> Make sure your hiring process is transparently aligned with the way you work. If a customer sends you an email, how soon do you need to respond, as per your customer satisfaction standards? Do the same for candidates. Demonstrate the principles by which your organization operates, and do it in tangible ways. Treat job candidates like you treat your customers or clients: your organization can’t be successful without either.

2. Build Relationships, Don’t Play Games

The kinds of questions you ask and conversations you engage in during the hiring process are indicators of how your organization treats people and develops relationships. Does the job interview feel like an uneven power balance? Do candidates feel unnecessarily anxious? Are you playing games with them? Or are you having an earnest conversation about how to collaborate and work together?

> Let your true corporate-persona be clear for all to be successful. If your organization is hard-charging and open to conflicting viewpoints, let that shine through. If you prefer to philosophize, find ways to begin that type of conversation. There is no magical quiz or sequence of riddles out there that unlocks the mystery of finding great talent. Know your organization’s style of relationship-building, and make that apparent in the hiring process.

3. Focus On Your Future Together

Most hiring managers question candidates about their past. At times, it can sound like a police interrogation. While it’s more than valid to present a qualifications hurdle, good hiring experiences should like a visioning and ambitious planning meeting, laying the foundation of a solid partnership. Too often, that kind of conversation doesn’t happen until a new hire comes on board, or even months down the line. By then, it may be too late.

> Talk to candidates about the future. How will you work together and collaborate to create value? How willing is the candidate to learn, change, and flexibly discover alignment with your organization? Great fit is not going to happen today, that’s not why you’re hiring her—but in the coming months and years, as you make plans to grow your business together.  Can you tackle the future together?

Talk To Talinnt

Talinnt is focused on developing great hiring experiences that discover common ground between organizations and their ideal candidates. We have developed tools to help you figure out which job candidates want to push your organization in the right direction. Give us a call to discuss what Talinnt can do for you.


[1] https://www.cnbc.com/2020/01/28/half-of-job-seekers-rejected-a-job-offer-after-an-interviewheres-why.html

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