3 tips to help create sympathy for candidates about the recruitment brand

Gone are the days when the recruiter was the "god" and the candidate was the "applicant". Today the recruitment process is a two-way interactive process where both businesses and employees have to conquer each other to find a common voice. In the fierce competition of the current "sanding for gold" market, employers must also take care to create a professional and reliable image for their brand. Especially with the rise of social networks, businesses that know how to take advantage of the effect of "good news from afar" will be the winners.

Here are 3 simple things that can help HR people create the best impression and experience for candidates about the company's recruitment process:

1. Think like a candidate

We've all been job seekers at some point in our lives. So, use your own practical insights to re-examine and improve the hiring process to make the candidate feel better. You need to empathize with the “heartaches” that job seekers often encounter and find solutions for each stage of the process. There are many questions, representing problems, that you can ask yourself, such as:

Application Form is too long and complicated with many details that it is difficult to present all on the form?

Is the application form user-friendly? For example, there are long questions but the answer section is too small. Or if it is an online form, is the time before the form is "expire" too short and the candidate has to log in again to continue?

After applying, does the candidate receive a confirmation message from the company?

When coming to the interview, does the candidate have to wait a long time to meet the interviewer? While waiting, should serve the candidate a glass of water to help them "refresh" and regain their composure?

If not, did the candidate receive the rejection letter in time?

When a candidate is not suitable for this position, does the company continue to keep connections for other positions in the future or encourage them to refer friends and relatives?

Refine the process and “visualize” it into a diagram of specific steps, and you will have a more professional and friendly recruitment process.

3 tips to help create sympathy for candidates about the recruitment brand

2. Don't let the candidate "hungry" for information

Nothing frustrates a candidate more than a lack of information. No interaction will make the candidate feel like "abandoned" and their application is not important to the employer.

Nowadays, quite a few businesses apply an automatic confirmation letter system when a candidate submits an application, but the key point is that the content and the information provided inside need to clearly determine that the candidate will be able to receive it information from the employer within how long, what the next steps will be… This will make candidates feel more secure and confident, thereby giving them a better experience.

Don't overlook the small details that can make the candidate feel good. For example, if the company is located in a location that is not easy to find, give some specific directions or maps, as well as inform where to park the car, what building is at, which elevator to take, etc. Just composing a common email template will save you a lot of time for the candidate and for the company itself. Take care of the candidate right from the start, the company will have a loyal "fan" for a long time!

3. Give candidates a chance to give feedback

Use candidates as a trusted source of feedback, whether or not you hire them later. At the end of each interview process, employers can ask candidates to share their comments and feelings. Listen to, acknowledge, and use criticism as motivation to improve performance, and keep those evaluations in mind as you continue to meet other candidates.

Investing in job seekers to have a positive experience when interacting with your company is an extremely important step in the art of attracting talent, as Robert Half said, “Time spent on hiring is time well spent.” Not only will the hired candidate find themselves welcomed by the company, but those who are not selected will feel that they are respected. And as a result, they will be more willing to recommend or share the recruitment information with many other acquaintances who they think are more suitable for your organization.