Anna Vecher, Talent Acquisition Operations Team Lead, and Kate Myronenko, Recruitment Coordinator, talk with our hosts, Emily Hart, employer brand consultant, and Andrew Stoe, director of Talent Acquisition, about what it takes to create a standout candidate experience.
From the first hello to the final interview, candidate experience can make a big impact on how job-seekers perceive your company as a place to work.
This positive first impression can make all the difference whether or not someone accepts an offer, applies again in the future, or recommends the company to a friend. In this week’s episode of Talented, our guests talk about how you can create a candidate experience to remember.
Hosts: Emily Hart, employer branding consultant; Andrew Stoe, director of Talent Acquisition.
Guest: Anna Vecher, Recruiting Operations team lead; Kate Myronenko, recruitment coordinator.
Before reaching out to candidates, get organized. While recruiters are great with people, they're not known to be pros at admin. That's why it's helpful to have a separate team of recruitment coordinators who specialize in scheduling, organizing, and following up with candidates. This way, recruiters can focus on creating a connection with the candidate.
Make it easy for people to prepare for interviews. Allow them to e-meet the company before and after they apply. Sending a link to the company blog can showcase the team’s personality and press articles can give them an idea of the goals, visions, and achievements. If you work at a smaller startup and don’t have a blog, you can still send over a short PDF with company background information and any essential external links.
Our Talent Director, Andrew Stoe, explains how part of the candidate experience is making sure your interview is two-sided. During an in-person interview, block out distractions and be a good host to the guest in your company.
We know some days you can be running around from meeting to meeting. But when you're sitting down with a candidate, be present, prepared, and engaged. Oh, and remember to read the resume one more time before walking through the door.
Finding the harmony between automation and being personal offers the best possible experience for both you and the candidate. For example, elements of scheduling can be automated with a tool, but it can never fully replace conversations with people — Think about how the robo-call never really took off.
It’s understandable you can’t reply to everybody all the time, especially when there is a high number of applicants for one job. So when you automate a task, ask yourself how you can bring personality back into the conversation. It can be something as simple as preparing a warm, friendly email template that reflects the environment of the company. These are small changes a growing company can afford.
We hope these insights help you the next time you spot a top candidate. Have something to add to the conversation?
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