With so much competition for top candidates, employers have to do everything they can to give their company an edge when it comes to attracting talent. But one area that often gets overlooked is the candidate experience. It's easy to forget that as you are evaluating candidates for open positions, candidates are judging your company, as well. If your candidate experience is poor, you'll not only lose out on great people, but those same people will spread the word on sites like Glassdoor that your company doesn't treat job seekers well. Providing a good candidate experience is more than just good manners; it's an essential recruiting tool. This year, make it a New Year's resolution to create a positive candidate experience.

Examine Your Screening Process

When conducting phone screens, be respectful of candidates' time. When scheduling the screen, let them know how long the interview will take so they can schedule the call at a time that is convenient for them. During the screening, stick to the predetermined meeting length to show your company is efficient.

Create A Positive Interview Experience

The interview process is often the area where most companies drop the ball on candidate experience. If you want to create a positive experience, keep the following in mind:

• Don't make them wait: Candidates are expected to arrive early, but many managers start interviews late. If the individual is using paid time off to come in and talk to you, they will interpret your lateness as a lack of respect.
• Don't let managers skip interviews: Every person required to sit in on an interview should be there on time, with no exceptions. Don't make the candidate come back due to poor planning on your end.
• Communicate and stick to the timeline: Let candidates know what the timeline is for each step of the process, and stick to that timeline. If you get behind, reach out to candidates and let them know, so they aren't waiting and wondering.
• Don't call candidates at work: Always confirm a candidate's preferred method of communication and don't email or call them at work.

Reject Like A Pro

No one likes to feel rejected, but the way you communicate a rejection to a candidate can impact the way they feel about your company and whether they choose to review your hiring process positively or negatively. Make sure rejection letters are sent out to all finalists as quickly as possible and create letters that are upbeat and positive.

Partner With A Staffing Expert

Building a better candidate experience takes time. By partnering with a staffing company like PrideStaff, you can tap into a proven process while you build your own process internally. If you are ready to improve your candidate experience, hiring processes and outcomes, contact the experts at PrideStaff today.