There’s No Such Thing as a Candidate ...

 ... In the modern world of hiring, everyone’s a customer!  

By Paul Strong, Associate Director

Paul Strong is an associate director with Robert Half UK, the world’s first and largest specialised recruitment agency and member of the S&P 500. For six years Paul has connected highly-skilled accounting and finance professionals with leading London organisations.  

Despite what you may have heard, it’s still critical for employers to make a good impression on job candidates. Even with general unemployment levels high, competition is intense for professionals with in-demand specialised experience.

But no matter how sought-after a candidate is, companies should treat him or her courteously. In an online world, it’s a simple matter for applicants who have an unpleasant experience contacting or interviewing with your company to post negative comments about your organisation.

Take care to treat all potential candidates with equal consideration and respect — even if you know instinctively after meeting a candidate that he or she is not the right fit for the job or your company culture.. Here’s some advice for making a positive impression on candidates you want to hire as well as those you may not: 

Treat candidates like customers

If you believe the interview process is all about candidates trying to convince you to hire them, you should think again. In today’s hiring environment where finding skilled financial talent can be a challenge, you need to work just as hard to “sell” potential employees on why your company is the best choice for them. Whether it’s an initial phone screen or an in-person interview, show you are fully engaged by listening and responding thoughtfully to applicants’ comments and questions. Be prepared to discuss the positive dynamics of working for your organisation --  talk them through why you joined the company, how your career has developed and why it’s a great place to work. 

Be upfront and honest

After the interview, let the candidate know as soon as possible where things stand with the hiring process. If you promise to make contact within a certain time frame, do so. Even if it takes longer than expected to make a hiring decision, provide updates as appropriate by email or phone. If at some point the candidate is no longer being considered for the role, make that clear immediately so he or she can focus on pursuing other opportunities.

Additionally, if you’re certain after the interview that you will not be hiring a candidate, don’t string him or her along. Let the applicant know the next day — by phone, preferably — that they won’t be offered the position. Thank the interviewee again for his or her time, and provide brief, honest feedback about what you thought was positive about the candidate’s skills and experience. This is a very important step -- giving a detailed and honest appraisal will help the candidate improve their experience, skills and interviewing techniques and possibly improve their changes next time. Offering constructive criticism will also significantly increase your credibility and perception as an employer of choice. 

Recommendations and referrals from potential hires can play a key role in your organisation’s ability to attract talent, so it’s in your best interest to make the effort to show every job candidate that he or she is valued. By creating a positive experience throughout the interview process, you can reduce the chance of earning a negative reputation among candidates — and among customers.

 

What are your thoughts? Got a question for Paul? Feel free to share your questions and comments below.