​With the job market in our industry as hot as it has ever been, the competition for top talent is fierce.  While the interview process is the primary way companies select applicants, how it’s executed can impact the candidate’s perception of the company and your overall employer brand (and maybe that of their colleagues, family, friends, etc.).   Most companies place a high priority on improving the customer experience.   In the battle for top talent, placing an emphasis on improving the candidate experience will help talented individuals get excited about joining your team.
 
Here are 6 suggestions for a better candidate experience.  
 

1. Communicate.   Candidates want to know what to expect next.   Starting with the “we received your resume” email, keep them informed every step of the way.   Schedule interviews well in advance if possible, let them know what the process entails, send reminder emails, thank you emails, and promptly respond.  In the same light, promptly send rejection emails or calls to the candidates with whom you are not moving forward.  It will be appreciated.

 

1. Prepare.  Whether in person, video, or telephone, candidates know when the interviewer seems disheveled or unprepared.  Have the resume accessible or better yet, read it in advance.   Know what questions you will ask and take notes.   Showing candidates that their time is valuable goes a long way to making a positive impression.    

 

1. Challenge Candidates.  Top candidates appreciate being challenged.  As long as the interview questions are relevant, a tough interview process drives home the point that your company sets a high bar and you’re serious about hiring great talent.

 

1. Show your cards (when appropriate).  After the interview, if you are interested in the candidate don’t be afraid of letting them know.  Obviously, you can’t offer any guarantees of getting hired, but a phrase like “You are a strong candidate and I’m going to recommend that you move forward in the process,” goes a long way to keeping talented candidates engaged, which is particularly important as they are likely interviewing with other companies.

 

1. Check References.  This may not seem like something that enhances the experience, but it does for top candidates.   As is detailed in the book Topgrading by Bradley Smart, references are an important part of vetting candidates and ensuring you’re getting accurate information on duties, accomplishments, etc.  The strongest candidates are delighted to have you talk with their past managers.  In addition, diligent reference checking further emphasizes that your company sets a high bar and is serious about hiring great talent.

 

1. Make your best offer first.  I have been doing executive search for many years and have personally witnessed a few managers who treat salary negotiation like haggling to buy car.  It rarely ends well, especially with talented candidates who have other options.  The most successful hiring executives want the new employee coming in excited and most importantly, believing that their talent is valued.  

 
Almost every executive tells me getting the best people in place is one of the most important parts of their job.   Demand for top talent has never been higher so anything you can do to create a better candidate experience will help you on the recruiting front.