Your candidate recruiting experience affects your recruiting success and employer brand. Did you know: Only 25% of all job candidates have rated their candidate experience as great. In this post we provide tips to improve the experience your candidates receive. This ends with an amazing feedback process and the best onboarding.

Hiring candidates for success

Set the right start with your onboarding once you complete the hiring process. The first few weeks or months (depending on your onboarding process) will set the expectations for the next few years. Organisations with poor onboarding programs are twice as likely to experience employee turnover. Therefore show that you are focused on empowering them and excited that they are becoming part of the team. ‌‌‌‌The onboarding is still part of the recruiting experience.

How to do it 

  • Set a mentor for the onboarding: Make sure they receive the right amount of support and training. Ideally they have one key person to talk to for questions. 
  • Introduce them to your team: You can introduce them in a company newsletter, but ensure they join at least one lunch with their new team. 
  • Provide all the relevant information in a work wiki: There are many great tools to decentralize the work information. Make sure key processes are documented so the new hire can read into this and understand relevant details quickly.

Reject your candidates gracefully

Always provide feedback. Ideally, you want to provide each candidate with personalized feedback, however this is often not possible considering the amount of rejections that have to be made. Nevertheless, the way you reject candidates will influence their experience with you. You want to make sure they feel respected and sense compassion. Be creative in managing this disappointment – as some talents might be considered in the future. Remember: The way you treat those you hire and don’t hire both affect your employer brand and the recruiting experience.

How to do it 

  • Provide feedback in a timely manner: You don’t want to ghost candidates for months, and then let them know they have been rejected – that seems like a no brainer if they don’t hear back from you and also looks unprofessional. Therefore, set a clear timeframe for providing feedback and ideally let candidates know in advance when they can expect an answer from you.
  • Be polite and friendly in your tone: You might want to leave the door open for a future hire, so ensure this rejection provides some optimism for the future. 
  • A small gesture for their efforts: If you can, include a voucher or gift code in your rejection email. Candidates will feel you valued their efforts and remain positive about your slightly negative feedback.
  • Provide the opportunity for personal feedback, for any candidate that went through the entire process: This opportunity should be given for candidates that invested a lot of time in your processes.
  • The sandwich approach: This seems to be a very effective approach, by starting with a positive, followed by the negative and finalizing again with a positive note.
  • The opportunity for candidate feedback: You could also provide a way for the candidate to leave feedback for your recruiting process, in order to make it feel less one-sided and more of a conversation. Maybe a link to a short survey to leave suggestions and comments?

These tips can help you improve the recruiting experience for candidates and boost your employer brand. For more information about finding the best candidates, please don’t hesitate to get in touch with us or connect on LinkedInFacebook, and Twitter.