Voices

What’s Missing from Your Hiring Practices?

August 6, 2024

Dr Janine Stichter

When was the last time you reflected on your hiring process? If you’re struggling to find good talent, the problem might not be the talent pool, but rather your approach to hiring. Many companies complain about a lack qualified applicants, but they often overlook a crucial aspect: applicants are also interviewing you. Your local reputation can play a significant role in attracting top talent. Word of mouth from previous applicants that were ghosted or had a less than stellar experience can impact top talent from even applying.

The Psychology Behind a Positive Candidate Experience

Understanding the psychology of job applicants is essential. Today’s job seekers are not just looking for a paycheck; they are seeking a place where they feel valued, respected, and understood. The hiring process is their first interaction with your company, and it sets the tone for what they can expect as an employee. A disorganized experience can deter even the most qualified candidates

The Impact of First Impressions

First impressions are powerful and lasting. Research shows that job seekers form an opinion about a company within the first 10 minutes of an interview. If your process is disorganized, if communication is poor, or if the applicant feels undervalued, they are likely to carry this negative impression forward.

Statistics Highlighting Applicant Expectations

Responsiveness: According to a survey by CareerBuilder, 60 percent of job seekers have a negative perception of a company if they do not hear back after an interview. Prompt communication is key.
Clarity: A LinkedIn report found that 72 percent of applicants want a clear understanding of job responsibilities and expectations during the interview process.
Respect: The Talent Board’s Candidate Experience (CandE) Awards Research Report indicates that 80 percent of job seekers say their experience during the hiring process strongly influences their decision to accept a job offer.

Strategies for Creating an Optimal Candidate Experience

Be Transparent and Clear —From the job posting to the final interview, clarity is crucial. Clearly outline job responsibilities, expectations, and benefits. Provide a detailed roadmap of your interview process so candidates know what to expect.
Communicate Promptly —Timely communication can make a significant difference. Acknowledge receipt of applications, keep candidates informed of their status, and provide feedback after interviews. Even a simple acknowledgment can show that you respect and value their time.
Showcase Your Company Culture —Use the interview process to highlight your company’s culture. Share stories and examples that reflect your values, work environment, and team dynamics. Candidates are looking for a place where they can see themselves thrive.
Provide a Positive Interview Experience —Ensure that the interview process is respectful and engaging. Train your interviewers to be attentive and courteous. Create a welcoming atmosphere and make sure candidates feel comfortable and appreciated.
Seek Feedback and Improve —After the interview process, seek feedback from candidates about their experience. Use this feedback to make continuous improvements. Showing that you care about their experience can significantly enhance your reputation.
Be Upfront About Compensation and Benefits —Candidates want to know what they are working for. Being transparent about compensation, benefits, and growth opportunities can help in building trust and attracting serious candidates.

Finding good people starts with being a good company to work for. Reflect on your hiring process from the perspective of the applicant. Are you making them feel valued and respected? Are you communicating clearly and promptly? Remember, your hiring process reflects your company’s values and culture. By creating an optimal candidate experience, you not only attract top talent but also build a positive reputation that will serve you well in the long run.