Why the Candidate Experience is Important and How it Affects Your Company

According to the , the unemployment rate in May 2016 was below 5%. The job seeker is now in the driver seat. This is  is crucial.

Always create a positive candidate experience. A negative experience will affect a candidate’s desire to work for your business and thanks to social media, an unhappy job seeker can quickly spread their discontent to the world. It is common knowledge that people are more inclined to talk about a negative experience than a positive one.

Be aware of how you treat the candidate, and how they perceive their treatment throughout a hiring cycle that consists of three stages, attraction, interviewing, and onboarding.

ATTRACTION: No matter where you post a job, give a detailed job description, salary information, where and how to apply. Streamline your systems, so that the candidate doesn’t have to repeat any of the steps in the application process. It’s okay for a casual post on a social media, but the pertinent information must be available or many well qualified candidates will not respond.

THE INTERVIEW: Set a time for the interview and be on time, come prepared and have an agenda. Don’t keep a candidate waiting in the lobby. Look over the application just before the interview to refresh your memory. Explain to the job seeker exactly why the position is open, what is expected of them,  be honest about their duties and how they will be measured. Ask them why they are looking for a new career opportunity, what they expect from the position and their boss. Listen closely to what they say. Be attentive to them and address any concerns or questions they might have. Follow up after the interview, whether you are still considering them or not.

ONBOARDING: Have your new employee come in before their start date to fill out any necessary paperwork. Introduce the new newest addition to the team to fellow employees. Assign a mentor, preferably, not someone directly above them, someone friendly to walk the employee through the first few days and answer questions later. Make certain the new team member will have all the needed tools and resources to do their job. Few things are more demoralizing to a new hire than reporting to work and finding out they don’t have a laptop, business cards, or a phone. Make sure you are checking with them to see how they are doing. Failing to address issues early will likely lead to losing that employee in the first 90 days on the job.

Hiring the right person keeps company morale up and costs down. The right hiring practices keep everyone happy from the bottom to the top.

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