Did you know that you and your interview team may be unintentionally creating a negative candidate experience? 83% of candidates say a negative interview experience can change their mind about a role or company they once liked. Even amid economic instability, top candidates still have plenty of options, and a negative candidate experience can quickly turn them off from your organization. You may be moving so fast that you don’t even realize this is happening. Take a moment to reflect on your interview process and ensure that each member of the team is putting their best foot forward in every interaction. Whether your candidate experience takes place in-person, virtually, or somewhere in between, breaking these three habits can significantly improve your hiring success.

 

Habit 1: Impersonal Communication 

 

From the outset, talk to the candidate as an individual. Focus on what you say and how you say it. Think about what will resonate with them. You often have what you need right there in front of you, so go to the source. Recruiting more engineers for your company? Ask an existing engineering team member about why they joined and what they love about their job or your company. Then incorporate this awesome information into your communication. Avoid sending generic messages that make candidates feel like they’re just another number. Instead, take a little bit of time to learn about their background and interests. Address candidates by their first name and personalize your communication. This works not only across functions, but often along generational lines as well.

 

Habit 2: Interviewing Like an Interrogator

 

Some interviewers treat interviews like interrogations, using aggressive questioning tactics that can leave candidates feeling overwhelmed and intimidated. Although most often not done intentionally, rapid-fire questions, interrupting, and jumping from one topic to another are all too common. Create a comfortable, conversational atmosphere by starting with a warm welcome and introduction to the company and hiring team. Build rapport with the candidate and ask open-ended questions that encourage them to share their story. Avoid repeating questions or asking ones that can be easily answered from the resume. Remember, the interview is a two-way street, so treat candidates with respect and kindness, and you’ll have a better chance of finding the right fit for your organization.

 

Habit 3: Ghosting Candidates

 

PLEASE don’t leave candidates in the dark after an interview. Set an expectation on the next steps and some kind of timing so the candidate knows what to expect. Even if you don’t have an answer, communicate with the candidate. Trust me, they will appreciate hearing from you! Plan follow-up communications into your calendar and be diligent about following through. Ghosting candidates is one of the biggest turn-offs and can harm your employer brand.

 

Breaking these habits can improve the candidate experience, attract top talent, and increase successful hires. A positive candidate experience enhances your employer brand and boosts engagement and productivity of new hires. By starting today, you can create a win-win situation for both your organization and your candidates.

 

To learn more, visit www.talentretriever.com.