You’ve finally found the candidate that fits your available role, and it’s looking like they’re a perfect fit for both the job and your company culture!

It’s been a long journey to get here and you met some truly wonderful people amongst the candidates you interviewed. You may have had a positive experience but how can you guarantee that each one of your candidates is also left with the memory of a positive experience and good impressions with your company?

The fairest way to handle candidates is to provide feedback either directly to them or through your recruitment vendor as soon as you’ve made your decision. Keeping them on tenterhooks or not contacting them at all will only put your company into a bad light, and potentially discourage them from applying for any future roles.

Word of mouth is very powerful

These days, social media makes any communication about businesses spread further and at a faster pace. Leaving a bad impression can soon be news that is in the public domain. A candidate that didn’t hear back from you could understandably feel offended, and adding a negative comment to a publically accessible website can leave your business with a tarnished reputation.

Also, keep in mind that although the candidate didn’t make it through to the final position in your company, that might not be the case outside of your establishment. Their next role could even put them into the role of being an influential key decision maker in your industry.

Give thanks and feedback

In order for candidates to be left with a positive lasting impression, all those who took part need to be thanked for their time and provided with constructive feedback. The latter is something that is usually highly appreciated and could actually help them to secure their next position.

Provide fair feedback; if you feel the candidate performed well, tell them. Otherwise, give them some indication on how their performance didn’t fit the bill. Don’t wait until your final candidate has started their job to inform others that they didn’t make the cut. It’s considered bad form and will not help candidates in their quest to find a new role.

Some candidates might be suitable for other roles in the future and if you take these steps you’ll be thankful when it’s time for another recruitment drive.

Better yet, get some help from Wingrove Tailored and we can do this for you. Using our team as your middle man ensures your candidates go away always wanting to work for you and only ever saying good things about their experience interviewing with your business.