Respecting the Candidate Experience - What is the candidate experience?

Small-Medium-Big~ regardless of the size of your company, your ability to successfully attract and recruit top talent depends on the ability to manage the candidate experience through the hiring process. It's about how the candidate is treated, and how they perceive they're being treated throughout the hiring cycle. How do we create the best candidate experience? After my client shared her story with me, I had to share with the world!

I was speaking with a coaching client who is on the market diligently seeking new opportunities in accounting. She reached out to me about an exciting opportunity to work in her field of study. She was even more excited because she was referred by a colleague for the opportunity. As a coach, I was excited for her because she is doing all the right things and developing herself to land a new opportunity.

Good news! She made it pass the phone screen and was all set for her face-to-face interview! She spent the next couple days preparing!

She was very optimist about the possibilities of working in the Accounting field and so was I for her! I agreed with her and said, “this could be the game changer for your career.”

Again, she spent the entire weekend preparing for the interview, researching the company and completing the personality assessment. I coached her on her interviewing skills and gave a few suggestions and on taking the assessment. Long story short, she was prepared for her interview on Monday at 12:00 noon.

My client is eager to get into a permanent position. She is currently working a short-term 3-month contract, so she is determined to land an opportunity that offers a progressive career plan.

Finally, she arrives at her interview and the receptionist calls for the hiring manager. My client is greeted by the hiring manager and the interview immediately started and my client said that her interview lasted a total of seven minutes. Yes, you read it correctly, seven minutes’ total!

All that preparation only to be told: “I don’t think you’re a fit”.

My first gut reaction was to ask if the interviewer read her resume prior to the interview. Did she prepare in advance? Did she trust the person who referred the candidates? Did she have a well-written job description?

How many times do you hear repetitively to prepare for an interview, learn the company, understand their business and to prepare questions?

In this case, I don’t think the interviewer was prepared for the interviewee. Nor do I think the job description was written properly.

As an HR professional, interviewers should ensure we have the following:

1. Write a well-written job description to attract the right candidate pool

2. Ensure there are no internal candidates in the pipeline for the role

3. Review resumes & prepare interviews questions beforehand

4. Be on time for the interview

5. Be open & respectful of others

6. Remove distractions

7. Focus on the candidate

8. Thank the candidates

9. If face-to-face, please follow-up regardless of the outcome

These are a few tips that will create a positive candidate experience for your organization regardless of the size! Slow down and respect your time and your candidates!