You’ve finally found the candidate that fits your vacancy after lots of searching. They look like 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 consultant or agent as soon as you’ve made your decision. Keeping them on tenterhooks or not contacting them at all will only put your company in 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 such as Google Plus 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.
They could even become a future customer and you’d never treat future customers badly at any point, so it’s wise to not do that with the potential sales manager who looked awesome on paper but was awful in person.
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 of 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 as you have a ready-made ‘database’ to pick from but ensure you’re GDPR compliant with their data and ask for their permission to keep their CV and contact details.
Your People Partners can guide you through this.
Using our team as your internal hiring experts (where we do literally become you with one of your company email addresses) ensures your candidates go away always wanting to work for you, only ever saying good things about their experience with you and potentially a lucrative customer with an awesome lifetime value to your business.
Ask Helen or one of the Your People Partners to help by calling 0117 290 0208 or contact us here.