Short on time? Read this: Enhance your candidate engagement by ensuring clear, consistent communication and by providing a transparent, streamlined interview process. These key adjustments can significantly reduce candidate dropout and position your company as an attractive employer.
“It’s not just about conducting an effective interview; it’s about what you do afterward that can make or break a candidate’s decision to join your team.”
In a recent article, we highlighted the pitfalls of losing exceptional candidates before the initial interview. The journey doesn't end there, though.
For hiring managers, it's not just about conducting an effective interview; it’s about what you do afterward that can make or break a candidate’s decision to join your team.
Your ability to navigate these steps is a testament to your leadership and the culture of the team you're building. This phase is your opportunity to showcase why your team is the right choice for them. It's about making a lasting impression that encourages candidates to eagerly join your ranks. As leaders, ensuring a positive candidate experience is a direct reflection of your commitment and the values your team stands for. Let’s explore how to keep candidates engaged and eager to come on board.
The Importance of Timeliness and Agility in Hiring
“47% of declined offers are due to companies taking too long to make decisions.”
Gone are the days of long, drawn-out hiring processes. In fact, a LinkedIn report found that 47% of declined offers are due to companies taking too long to make decisions.
In the past six months, we have seen a trend of Hiring Managers becoming serial interviewers. This does nothing for the candidate or your reputation. Candidates want strong, decisive leaders they can learn from. Limit the interview steps to a maximum of three. Focus on essential interviews and avoid overloading candidates with too many meetings or too many people.
What a 3-Step Interview Process Looks Like
| Interview Step | Who is in it? | What’s the purpose? | What to prepare | What to do after |
|---|---|---|---|---|
| 1. Initial Screening | Recruiter or HR representative | To assess the candidate's basic qualifications, cultural fit, salary requirements, and interest in the role. | Prepare a list of standard questions. Review the job description and candidate's resume. | Provide notes and recommendations to your team. If positive, schedule the next interview. Communicate the next steps. |
| 2. Technical/ Role-Specific Interview | Hiring Manager | To evaluate the candidate's technical skills, relevant experiences, and problem-solving abilities. | Review notes from the previous interview. Prepare role-specific questions or practical tasks. | Collect feedback from all interviewers. Discuss the candidate's performance in a debrief meeting. Inform the candidate about the outcome or next steps. |
| 3. Final Interview/ Culture Fit | Potential Team Members or Key Stakeholders | To confirm the candidate's compatibility with the team, fit within the company culture, and sell the candidate on the vision and growth opportunities within the company. | Review notes from previous interviews. Plan to address any final concerns or questions the candidate might have. | Each interviewer should score the candidate. Hold a debrief with all involved in interviews and make the final decision. If positive, extend the offer promptly. |
Set and communicate clear timelines for decision-making and stick to them.
“Companies with a concise three-step interview process see a 20% higher candidate acceptance rate.”
How candidates perceive the hiring process significantly influences their decision-making. A CareerBuilder survey suggests that 82% of candidates expect a clear timeline and regular updates. This perception directly affects their feeling of being valued by the potential employer.
Decision-making should be as swift as the interview itself. Prolonged deliberations can signal disorganization, or worse, disinterest. Make your decisions promptly to keep top candidates hooked. Companies with a concise three-step interview process see a 20% higher candidate acceptance rate.
From a candidate perspective, communication should be occurring before and after each step. Based on level of position and schedules, you may be able to push two weeks but anything beyond that you are far less likely to receive a ‘Yes’ when that offer comes out.
Did you know that candidates are 30% more likely to accept an offer when there's clear and constant communication during the hiring process? Communication is key. Regular updates, even if there's no news, help candidates feel valued and respected. A mix of texts, emails, and calls can maintain a strong connection.
Showcase Your Company’s Value Proposition.
Any time you can highlight what sets your company apart from the competition, take it. Discuss career advancement, learning opportunities, and the work-life balance that candidates have come to expect. Emphasize work-life balance and the flexibility you can offer. Likely they are getting this with their current employer. What would motivate them to move to a position with less? What makes your workplace, culture or this role more attractive?
Basecamp sets a powerful example in creating a compelling work environment that attracts top talent.Basecamp is known for its extraordinary company culture that prioritizes employee well-being and work-life balance. They offer a 4-day workweek during summer (May through October), emphasizing productivity and efficiency over long work hours. Basecamp also promotes a 'no-overflowing' work policy, ensuring that work doesn't spill into employees' personal time, thereby respecting and promoting a real work-life balance. This approach not only motivates current employees but also appeals to potential candidates who are looking for an environment that values their time and contributions beyond the work they do.
Demonstrate Company Culture.
Let candidates experience your company culture firsthand. An office tour or a casual meet-and-greet with potential colleagues can paint a vivid picture of what it’s like to work at your company. Show, don't just tell, what your company culture is like.
Prepare for Counteroffers.
Be aware that counteroffers are increasingly common and getting accepted at a higher rate these days. To keep your position top of mind, keep communicating even after an offer is accepted. My recommendation is weekly communication between offer acceptance and their start date. This will help reaffirm the candidate’s decision.
Self-Reflection for Hiring Managers
It sounds simple, but consider how you would want to be treated as a candidate. Use empathy to guide your approach to candidate engagement. I am still an advocate for a direct phone call. Maintaining a consistent, transparent dialogue with candidates before, during and after each interview is truly the secret sauce.
I’ll never forget the time I was working with a healthcare organization that had three hiring managers for one position in three months. The constant movement and instability had already lost them two of the three finalists. The final hiring manager was concerned about losing this final candidate, who was also their number-one candidate. I encouraged the hiring manager to call the candidate and be 100% transparent. I told her to take ownership of the missteps and be empathetic to the candidate’s overall experience. I also told her to tell that candidate how it would be different working for her moving forward. By being authentic and taking responsibility, she was able to get a ‘Yes’ when she made that final offer.
Communication during the interview process is critical in securing top talent. By streamlining the interview process, maintaining communication, and demonstrating your company’s unique culture and values, you can significantly increase the chances of candidates choosing to join your team. Remember, it’s the little things post-interview that often leave the biggest impact on a candidate’s decision.
Want to learn more about managing the candidate experience pre-interview? Read this post from our senior sourcing strategist, Tony Stemen.
Need help refining your candidate experience or recruiting great talent for your team? Contact us to learn more about our consulting and recruiting services!