blogcover_2015july31

Focus on the candidate experience – how would you want to be treated if you were trying to apply for a role in your organization as an outsider? Do you currently communicate with every candidate that sends through a resume? Probably not, but you should. I know what you’re thinking – it eats up a lot of time, energy and money that you can’t afford to spare. But it doesn’t have to. It can be as simple as setting up an automatic response acknowledging, a candidate’s application through your email account or applicant tracking system. In these response communications, provide alternative ways for the candidates to continue to engage with your business.

For example leverage: blogs, LinkedIn/Facebook/Twitter/Instagram pages, your company website, and other ways to market your employer brand to the outside world. All candidates may not be future employees, but they can be potential customers if you make a lasting impression. It is all about how candidates speak about your organization that can make or break your image in the market. I am sure you want to be seen as “an employer of choice” not as “an employer to stay clear of.”

At WHRC, we go as far as personally communicating with all candidates whose resumes we have received to provide them with specific feedback as to why we are not pursuing their candidacy further. Candidates really appreciate the feedback and despite not getting the job, they will speak highly of the organization and their experience with you and your brand. Realistically, this may add a little more time to your (or your recruiter’s) day, but will go a long way for your brand.