4 Ways to Make a Good Impression on a Candidate

Yesterday, we covered why a good candidate experience is important and how it affects your company. So today, we thought we’d give you some tips on how to provide a good impression on a candidate.

Here are 4 easy ways to make a good impression on a candidate who’s interviewing for a position at your company:

Market yourself. 

We mentioned this yesterday, but it’s absolutely critical to remember that treating candidates right begins way before the interviewing process. A couple of ways to do that include writing an effective job posting to let the candidate know if he or she is right fit for you (and vice versa), and taking advantage of different social media platforms in order to let your potential candidates know why your company is great.

Establish a connection. 

Replying to all applicants may seem pretty demanding, but the effort you put in–even if it’s just a generic response–will benefit you in the long run. Here are a few reasons why:

    • By establishing a connection right off the bat, candidates know that you value their time, even if you don’t have any positions open. TLNT reports that 90% of candidates who felt they were treated with respect during the application process were more likely to encourage others to apply.
    • Just because you aren’t hiring at the time, doesn’t necessarily mean the applicant won’t be a good fit in the future.
    • Likewise, just because the applicant doesn’t meet the requirements of the position he or she applied for, doesn’t mean that they won’t fit elsewhere.
    • Simply dismissing applicants affects your employment branding, too. Let them know they’ve been heard.

 Follow up. 

Hiring can sometimes be a long, drawn-out process. Depending on the amount of applicants you take in, moving on to the next step in the interview process can take quite a while–but that doesn’t mean that you should sit idle. Here are some good contact tips:

    • Keep candidates informed and up to date. Rather than waiting for the first round of interviews to finish up, give your candidates a call to let them know that you have them in mind.
    • If the interview process is taking longer than expected, let your candidates know. No one likes be kept in the dark. If possible, give your candidates an approximate timeline of when they can expect to hear from you again, and follow through.

 Provide feedback.

Sometimes, a candidate may not be the best fit for your company, or perhaps the candidate just happened to apply at the wrong time.

    • Let them know why they didn’t get the job. Providing feedback gives them the opportunity to know how they can improve for future interviews.
    • Even if they weren’t hired, candidates can still come away feeling like they gained something, possibly giving them the incentive to apply again.

While a good candidate experience doesn’t guarantee 100% that your applicants will come away from the hiring process feeling great, it will at least give you a competitive edge over companies who neglect the candidate experience altogether. Here at AIM Careerlink, we offer some great resources that will help give your candidates the experience they deserve.

As always, please feel free to let us know what you’re thinking by connecting with us on Twitter.