The feedback I've received from candidates is very positive. Therefore, I have not changed our process much. I recently changed careers into HR and felt the pain of the process. I created my process from that perspective. I wanted to be respectful of people and their time. Therefore, the amount of investment from the applicant perspective is directly in line with the stage of the process you're in. Communication works the same way. I communicate at the same level that we're engaged in. If we've spoken to each other, you will have my direct line and I invite you to reach out to me with any questions or concerns to keep you informed on where we're at in the process. I've had many people thank me for this. Even if not selected, they feel respected and can move on with their search.
LinkedIn Expert, Podcast Host of Feminine Founder & Founder of ChilledVino at Feminine Founder
Answered 2 years ago
Ghosting is the worst thing that a company or hiring manager can do in the interviewing process. Even if it is an automated rejection email from HR, bad news is better than no knows. Candidates just want to be able to close the loop and communicating that the company went with someone else is okay too.
One piece of feedback we received from a candidate that led to a significant change in our recruitment process was regarding the lack of clear communication about the stages of the recruitment process and the timelines involved. The candidate expressed that after the initial interview, they felt left in the dark about their status and the next steps, which resulted in a frustrating experience and almost led them to accept another offer. Taking this feedback seriously, we recognized the need for transparency and regular updates throughout our recruitment process. To address this, we implemented a structured communication plan. This plan included sending automated emails to acknowledge receipt of applications, providing clear timelines for each recruitment stage, and sending regular updates to candidates, even if it was just to inform them that there were no new developments. We also ensured that every candidate received feedback after interviews, regardless of the outcome. This change not only improved candidate experience but also strengthened our employer brand by demonstrating our commitment to respectful and transparent communication. It led to more positive feedback from candidates, who appreciated being informed and valued throughout the process, regardless of whether they were ultimately selected for the position. This example highlights the importance of listening to candidate feedback and its potential to drive meaningful improvements in the recruitment process.
A candidate's feedback about the job description's lack of clarity regarding role responsibilities and expectations prompted me to revise our recruitment process. In response, I enhanced our job descriptions to offer comprehensive details about job duties, qualifications, and company culture. This adjustment aimed to attract candidates who closely match the role and provide them with clearer expectations, ultimately improving the efficiency and effectiveness of our recruitment efforts.
One candidate told us that our interview process felt too impersonal and didn't give them a chance to showcase their true skills. This feedback led us to revamp our recruitment process to include more interactive tasks and opportunities for candidates to demonstrate their abilities in a more hands-on way. We now focus on creating a more engaging and personalized experience for each candidate, allowing them to shine and show us what they're truly capable of.