Have you ever submitted an application and never heard back from that company? Did it feel like your application got sent to a black hole? Have you ever received a message from a recruiter, completed a screen, and never heard back from them on next steps?
Well you’re not alone – the majority of applicants still face a poor experience when it comes to the hiring process. As an applicant, the process may feel like you’re being blindfolded and asked to complete certain tasks all while never hearing anything back in turn. If an applicant is in need of a new job or is going through the recruitment process with a company, not having a clue what’s going on can be frustrating.
A recently released film by Netflix called Bird Box is an extreme metaphor for what some applicants might face to get hired (yes, I’m only joking.) But, you don’t want your applicants to feel lost and confused throughout the process. Here’s some steps that you can do to make your process better.
1. Make them Feel Valued
Try to personalize the experience for every applicant. Whether this means sending a quick note to them or giving them a call to update them; the more you can build a relationship with them the better experience they will have. Remember their names! Don’t let everything mesh together or else you’ll start calling applicants “boy” or “girl.”
2. Applications
Constantly make sure your ATS is updated with applicants. If an applicant does not fit with the requirements– instead of having that lead sit in a black hole for eternity, I recommend sending them an automated rejection message within the first week if possible. “Let them see the light” even if it means passing on them.
3. Being Transparent
Be open and honest about what’s going on at your company. The more you can paint a picture about the culture and team environment, the better expectations you will set with the applicant. Managing expectations is key. Set the path and lead them through it almost like a “river ride.”
4. Pre-Saved Templates
Maybe they have a question on benefits, bonus plans, or the company culture? You can save template emails that you can send out to applicants to help answer those basic yet important questions.
5. Explain the Process
If an applicant applies directly, make sure to send an automated messaging thanking them and explaining the next steps. Also, after you complete the screen send them a quick email that highlights what they can expect and the time frame in which to expect it in. The more you can highlight your process and put forth a timeline, the better the applicant can get prepared.
6. Interviews
How many rounds will this applicant be facing? If it’s more than 4-6 I would consider changing your process. Perhaps have more than one hiring manager attend those interviews. Try to make the experience better for the applicant. Will the interviews last 3-4 hours? This is likely overkill, and you may be burning your applicants out. Simply try to see things from their perspective. If you wouldn’t want to sit through a multi-hour interview, you shouldn’t subject your applicant to one.
7. Following Up
Set an expectation on when you will regularly follow up with that applicant. I try to send an update on the process on a weekly basis. This is a brief check-in just letting them know what’s happening in your process. Even if it’s a few sentences, applicants appreciate being kept in the loop.
8. Rejections – Call
Always call each applicant after the interview process and let them know if they were rejected. Never just send an automated rejection email. A call to them shows them the respect that they deserve and gives you the chance to thank them for their time and patience throughout the process.
Recommended Reading:
How to Send a Video over LinkedIn
Email Deliverability Tools for Recruiters
How to Source on iCIMS
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