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It’s no secret that hiring processes have changed and adapted over the years, especially within the last three. As a recruiter or hiring manager, it can be difficult to keep your candidate engaged throughout every step. However, it is also your responsibility to maintain communication, facilitate smooth transitions, and provide answers when necessary.

Scheduling & communication

Prior to meeting with a candidate, try to determine how the timeline could potentially play out. This means setting times aside for phone screenings, interviews, decision making, and onboarding processes. Not every candidate is going to make it to the end, but setting a schedule in advance will keep you accountable throughout the process. Not only will you be prepared for every stage, but you won’t waste any of your candidate’s or your own time.

This is also true in terms of strong communication. There is nothing more that can deter a good candidate away from a role than lack of communication. As the first person they meet with, it’s critical that you hold proactive conversations about interviews, the company, and where they are in the hiring process, especially if there are multiple rounds being held. If your candidate has questions at any point, answer as swiftly and concisely as possible. Never ghost your candidate! Ignoring or forgetting is not only unprofessional, but can create a poor reputation for yourself moving forward.

Many candidates complain about the lack of updates while applying and interviewing for jobs. Even if you’re not sure about the next step with a candidate, it’s advised to still respond to them after receiving their application or resume. A simple acknowledgement will provide them some reassurance.

Company knowledge

Candidates want to know their recruiter or hiring manager is knowledgeable about the company they’re interviewing with. For instance, be sure to remind them of the company benefits, culture, mentorship and growth opportunities, tuition reimbursement, and other perks you may know about.

Additionally, if you’re aware of how the company tends to initiative their interviews, remain transparent about that as well. Let your candidate know who will be conducting the interviews, what type of questions they may ask, and approximately how long each interview will last.

If your candidate eventually accepts an offer, you should still be maintaining communication during their onboarding process. You want to remain approachable and knowledgeable while they are filling out paperwork, determining their benefits, and preparing for their first day. This will not only set the tone for the beginning of their career at their new company, but assures them that you will always be a reliable and communicative contact in the future.

Green Key

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