As hiring managers, we often neglect the candidate experience, as we feel that it does not bring any change to our working style, nor does it benefit us in any way. But, to our surprise, candidate experience is the one main basic thing that is the step towards becoming a responsible hiring manager one could be.
Hiring Managers and Candidate Experience
Candidate experience is the whole process that includes perception, feelings, and interactions a job applicant has with a potential employer. It includes everything from the initial application to the final destination for a candidate, does no matter if he or she is hired or not. A positive candidate experience is crucial for any business to grow bigger and better.
Do’s and Don’ts for HR Outsourcing Companies
To create an impactful candidate experience, here are some do’s and don’ts a head hunters must follow for a great hiring process.
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Say No to Ghosting!
Ghosting is the one big problem applicants face in many of their application processes, sometimes after submitting applications and sometimes after their interviews. This leaves job applicants without any feedback or updates on their application status. Commonly, ghosting by HR outsourcing companies includes:
- No response after applying.
- No follow-up after interviews.
- Lack of response to inquiries.
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Don’t Make Them Wait for Too Long:
Applying for a job and then waiting for a response is a long process for the one who is trying here and there to get a suitable job position. Hours feel like days when you are in the process of waiting for a response from your hiring manager. So HR outsourcing companies should not make their applicants wait for a long time period for a response.
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Help Candidates Understand Their Mistakes:
After an interview or a test, outsourced HR must let the candidate know their strengths and weaknesses, even if they are not hired. Otherwise, without any response, job rejection or test failures negatively impact the candidate’s mind about “What went wrong?” And this keeps them haunting for a long time.
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Don’t Bombard the Candidates with Too Much Information:
Don’t go overboard with too much information about the job role or company structure while posting about an open position. When people are searching for jobs, they find it hard to read long paragraphs about the job role, and this lessens the interest of the applicant in the process. Due to this, you might lose a potential candidate you need for your company.
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Stay in Touch:
Head hunters and professional hiring managers always like to help people in any way possible to get them their dream job. Staying in touch with the applicants and employees and providing them with better job opportunities is what a passionate HR wants.
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A Little Insight Does Not Harm:
During the interview process, a hiring manager can provide a little detail about the company work structure, like the office hours, break timings, etc., just to make them feel comfortable and at ease so the candidate does not hesitate when answering work-related questions.
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Provide a Fascinating Experience:
Respecting newcomers doesn’t cost an arm or leg; this increases the chances of professional growth, as a person who is respected at a job interview or test will always brag about it with other people, which will help create a positive brand image in the market.
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Get Mobile Friendly:
Ensure that candidates can easily apply through a one-click process on different digital apps. Reach out for inquiries and provide timely responses to their questions. By prioritizing effective communication channels and being mobile-friendly throughout the recruitment process, organizations can improve their employer brand, attract top talent, and foster a positive reputation in the job market.
