How Your Current Employees Can Make or Break Candidate Experience
In the endless pursuit of a better candidate experience for your open positions, have you ever stopped to think about how your current employees fit into the equation? With the right approach, you can harness your current employees to help drive candidate experience while hiring.
Think about it: Your employees create more than just your product or service, they create your culture and your employer brand. Using your employees to help humanize the hiring process will help to create a better, more personal candidate experience for the applicant's you bring in to interview. Here are five easy ways to make sure that your employees are helping to create a good candidate experience:
1) Everyone interviewing candidates are saying the same things about the company.
A big part of managing candidate experience is managing expectations. You need to make sure that everybody who comes in contact with candidates is on the same page about the hiring process, next steps, and what it’s like to work with you. You want to avoid mixed messages as much as possible.
That’s not to say that you should provide your employees with a script or dictate talking points, but you should be aware of what they are saying already, and familiarize them with the parts of your employer brand that you want to emphasize. For example, is your office super relaxed? See if employees are already mentioning the atmosphere when they’re in contact with candidates. Give them a few suggestions of ways to bring it up- like talking about a gallery of photos of your day-to-day on your careers page, or asking a candidate about their current office’s culture and comparing and contrasting to yours.
When you create you hiring objectives and plan, make sure that your employees have a chance to address any questions they have about the process. The more clearly they understand, the better they will be able to inform candidates about how long it might take and when to expect to hear back- both important elements of a candidate’s experience.
2) Everyone interviewing candidates is able to share their notes and collaborate.
When you have multiple people involved in interviewing candidates, you run the risk of losing objectivity in the hiring process. You need to check in on interviewers frequently, perhaps with daily or weekly group meetings, and talk about how candidates are performing so far, address any concerns, and tackle any challenges that they are facing. You want to be as collaborative as possible so that both the candidates and interviewers don’t get the impression that the interviews are taking place in a silo.
Have you come up with a standard scoring guide for this position? If not, check out a few templates here.
3) Interactions with employees give an accurate view of your team's culture throughout the process.
Many companies are already getting current employees involved in the hiring process (without putting too much on their non-HR plates). Invite interviewees to spend some time with members of their potential team to get a good idea of how they will fit in. Give them a chance to discuss things like culture, perks, hours, and other important day-to-day factors that might help a candidate make a decision. But don’t forget to remind your employees of your employer brand first! Remember- mixed messaging is bad for candidate experience.
4) Stress the importance of follow up and communication with candidates.
Workable recently found that a candidate’s biggest frustration in the hiring process is radio silence. 75% surveyed candidates have applied for a job and not heard back, and 60% have gone in for an interview and not heard back. If you’re hiring with all hands on deck, then you need to make sure that your hiring team members understand the importance of follow up and frequent communication with candidates. By being efficient, honest, and empathetic, your employees can help make sure that even disqualified candidates leave your pipeline feeling respected.