May 22, 2017
Hiring 14 April 2017
Hiring from the Candidate's P.O.V.
Hannah Son
recruiting, hiring, hiring candidate process

The hiring process has become increasingly impersonal for both candidates and recruiters and neither side is satisfied with their experience. The challenge? Both sides have differing ideas about what makes the other side tick. With this being said, we are here to help break down the hiring process from the candidate’s point of view. Understanding and improving your candidate process will result in better candidates and ultimately better employees!

The process can be a long and tedious. One thing to keep in mind, though, is that the process is similar to a matchmaking site in which both parties are looking for a real connection. 

1. R & D: Planning is important as it will pay off in the later stages of the recruitment process. Some of the most important questions to answer here are: How can you identify strengths and weaknesses without seeming rehearsed? What should you do before facing a case interview? What can you do to prepare for tests or challenges to be taken before interviews?

2. Write: This involves putting all things together to provide the perfect sales material for your candidacy. Important questions include: What should be included in the résumé? Should I create a digital profile? Should you call the company in advance?

3. Evaluate or Interview: This is arguably the most important step in the eyes of a candidate (and employer!) Depending on the company, you may be required to go through upwards of four interviews. There are many forms of an interview and all demand different things from the candidate and employer. 

Close the Deal: After all of the interviews are over, there’s the dreaded waiting period. This is another time in the recruiting process where you can stand out as a viable and passionate candidate all the while increasing your chances of getting hired. But you also have to consider what to do if you are offered the job and if you are not. Questions you should ponder include: Should I call after concluding my interviews? How should I handle a job offer?

Now that we have an overview from a candidate’s point of view, what are some of the ways to improve the process?


How Can We Improve the Process?


A lot of the candidate frustration with the recruiting process comes from them investing a significant amount of time only to receive little to no feedback, usually in the form of a canned email response that can feel impersonal and robotic. This inequality is only exacerbated by the fact that the hiring manager or recruiter doesn't set expectations or clearly communicate timelines, leaving candidates mostly at the mercy of a mostly broken hiring process. 

It is clear that candidates, hiring managers and recruiters all want a realistic overview of the job, a clearer understanding of the role and responsibilities, consistent communication and meaningful feedback. 


Utilize features

Many organizations do a great job by utilizing features like live chat, video content, blogging and social media marketing to show the real people and tell the real stories behind careers at that company. Job descriptions have evolved from static, one-dimensional documents into dynamic, socially integrated and search optimized integrated marketing campaigns which attract and engage applicants across the multitude of career and content related channels out there.


Establish clear expectations

Establishing clearly defined expectations and providing every applicant with a service level agreement so that they know what process to expect, and when to expect it, for every position posted. How do you go about doing this? 


Be fair

Establishing hiring and selection processes with fair, clear criteria that are consistently applied while also providing candidates with value-added resources, like interviewing tips or insights about company culture and help empower them to become stronger candidates. Effective ways to 


Review Your Process

The initial job application needs to be accessible to candidates and should take less than 5-20 minutes to complete. At ProSky we're all about evaluating your candidates in real-time during the application and interview process. Sometimes this means a video interview, other times it's a challenge or group project to see how candidates really perform . Establish what you're evaluating and looking for then determine how to do that.  Go through your own job application process to determine the length of your process from a candidate perspective. Set expectations for the candidates in the beginning of the application to let them know how long the process will take.



Communicate 

In most cases, candidates just want to know where they stand in the interview process.  To provide this to every candidate you can do a few things.  Our clients utilize an auto-reply feature on our software to tell a candidate they received their application as soon as they applied. Additionally, we encourage clients to create an efficient feedback loop so candidates are not feeling led on or in the dark about why they didn't make the cut. Set up communication points for every stage of your hiring process.  This process will keep up transparency and help eliminate the black hole.

The candidate experience is all about making the recruiting process as simple and clear as possible.  It’s about engaging candidates to understand what parts of the process are preventing them from learning about your company and ultimately apply.  Try a few small things like these to improve your candidate experience and see how they affect your recruiting results!

The recruitment process has become increasingly impersonal for both candidates and recruiters and neither side is satisfied with their experience. However, employers are (finally) beginning to understand the importance of candidate experience.  Better candidate experience can lead to some or all the following:

  • More candidates applying for your job positions with a focus toward qualified candidates

  • More offer acceptances among candidates due to increase in your employer brand

  • Encourages positive word of mouth between candidates about open job positions


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