Good manners are always in style. And since your hiring style makes a lasting impression on candidates, it pays to ensure each one has the best possible experience with your company, end to end. After all, talent acquisition is a people business. That means closing out the candidate experience is just as important as the initial screening.
No ghosting!
If you’ve had any interaction at all with the candidate, you owe them a response. Especially those who have taken time to undergo one, two, maybe even more interviews, working around their own work schedule to make it happen. They need closure. Disappointment is far better than dead air. So, regardless of the hiring outcome, don’t leave the door hanging open like an unfinished sentence.
There’s a good chance someone did that to you in the past -- remember how you felt? Languishing in limbo. Eventually, you got the hint and moved on, but it probably left a bad taste in your mouth. Relieved you didn’t get the job after all, because what would it have been like to work with people that inconsiderate day in and day out?
What goes around comes around
Candidates talk! They want a great job but also a great workplace, so they will check out your history as an employer. What will they read about you? About one in five candidates who don’t hear back following an interview will take some negative action:
They will not recommend your company if asked
They might post a negative review
A mere 7% would consider applying for another position at your company
A poor reputation will keep top talent from even considering your company even if the position on offer is attractive. On the other hand, a proper, positive candidate close-out process builds goodwill.
You never know
Attracting new candidates is essential, but it’s smart to treat those who end up as second, third, or fourth runners-up as future potential candidates.
Hiring teams who understand how to evaluate and keep talent close are most successful because they are fully aware of the bigger picture. They don’t treat each new opening as a net new search. Instead, they build relationships that keep quality former candidates in their pool. These are candidates who now know what’s behind your brand as a company and an employer. They’ve had a peek inside your culture. That gives both of you a leg up on any new interviewing and evaluation process should a well-fitting new position open up.
Tips to leave them smiling
1. Create a culture where positive candidate close-out practices are a priority
Internal teams are extremely busy, and with so many things to attend to, it’s easy to lose sight of candidate experience details. Don’t let that happen. The TA team is ultimately responsible for communication, particularly the person who coordinates the interview process and serves as the primary liaison with the candidate. However, you can be proactive throughout the process, providing feedback about timing and status updates.
2. Tell them why they weren’t chosen
Make constructive recommendations or suggestions for improvement. (This can benefit you as well because the candidate may take your advice to heart and apply for another position in the future with a stronger resume and skills.) They want to know what was missing or not robust enough in their background. If they were recommended to you by your recruiting partner, your partner needs to know the “why” as well. Was the missing trait or skill not included in your list of must-haves but something your team later recognized as essential?
Let them know your decision, even if you don’t have any specific feedback for them. Providing immediate positive or negative feedback creates an aura that your company is selective. Telling the candidate how they can improve to get hired in the future tells them your company is a good place to work.
3. Tell them if you haven’t decided yet
Here at Power-4, clients occasionally report back to us with comments such as “we liked your candidate, but we want to keep looking – can you keep them warm?" This is common and not something we advise, especially in a candidate-driven market.
Let’s look at it from the candidate’s point of view. If they’re actively looking for a new position, how long should they wait to hear about your job? Should they turn down another offer in the meantime? They may be willing to wait if they’re especially eager to land your job, but here again, communication is key. Tell them the truth -- they’re still in the running, but you’re still looking (or not yet ready to make a decision for some other reason). Give them a timeframe, if you can, and keep in mind that you still owe them a definitive response no matter what.
“We appreciate your time and interest. We will be back in touch once we have completed our interview process for this opportunity.”
In today’s hiring environment, your company needs every positive attribute you can marshal to attract and land the best candidates. Your hiring brand is one of the easiest reputation elements to attain – or lose – because you can control how you treat candidates. So, follow up, and be positive.