They are going to be the future staff and under your management, so candidates should be treated like they are already in a position to add value to your company. HR teams have become more aware of marketing strategies because of their responsibilities in ensuring that the best talents are employed to do a good job.
The HR has also understood that the way potential employees are treated has an impact on their attitude towards the job if they eventually get selected to occupy the position. From another perspective, the candidates who do not make the final selection will have an opinion about the brand depending on how they were handled during the recruitment process. Moreover, it should be a good impression.
Save the reputation of your company by treating candidates’ right
During the recruitment, candidates are eager to study the company in view of understanding the culture and how much benefits they can get if eventually selected as employees. Unfortunately for your company, if the candidates are treated poorly, they will tell others about their experience, and the information will spread. This can discourage potential talents in the job market from applying to your company in the future.
It has been reported from studies that many candidates who have been treated poorly during recruitment processes will post share their experiences online. Thousands of people will read these posts, and it is such a bad PR for your company. The public will hardly wait to hear your defense before making their conclusions. This is why proper HR standards make it mandatory that every application is professionally and promptly replied to inform the candidates of their chances of getting employed. It will ensure a candidate satisfaction in hiring assessment process.
Candidates must be respected
It is essential that the HR team include aspects of the recruitment exercise such as informing the candidates of the process and answering all inquiries satisfactorily during the recruitment process. Candidates who do not match the description of the needed employee should be quickly informed to avoid wasting their time. A high level of professionalism should be used during the entire process. In some companies like Social Lead Freak, leads are offered to candidates in view of helping them improve their chances of getting other jobs when the selection has been concluded.
Depending on the structure you have chosen for the recruitment exercise, the candidates should be exposed as much as possible to the culture of your company. They can watch videos and listen to short talks while the process is ongoing. Creating a friendly environment will encourage more talents to seek employment opportunities in your company. And as you know, your business is only as strong as the team you can build.
The importance of communicating with candidates
It is not the most comfortable time for some of the candidates who are waiting to be interviewed, so it helps to encourage and inform them about the processes. This information will help them know what to expect at the different stages. By communicating with the candidates, you are also providing them with the right information they need which cancels the need to make guesses about your company. This is the information that they will most likely share with their friends and family after the recruitment exercise.
About Jenn Armbrust
Since 2009, Jenn has acquired extensive experience in the design and delivery of a diverse portfolio of programs. In addition to her executive responsibilities as HR Manager and Learning Events, Jenn is considered a valued partner to many executive teams. Her insight and experience enable her to effectively diagnose, design, and implement complex culture change initiatives in a collaborative and engaging manner. Moreover, Jenn’s experience in global implementations allows her to draw from a deep well of history to create unique and customized solutions. Jenn’s passion for developing people makes her a sought after speaker, partner and coach and is evident in the high praise he receives from clients.