Tips for making your recruiting process more candidate-centric


You are looking to improve the overall experience of candidates who apply for jobs with your company. What are some best practices to consider that would make your company’s recruiting process more candidate-centric?


Prospective employees would like to receive more detailed information about the company and specific job opportunities, as well as more frequent human connection, according to ManpowerGroup Solutions. They also want organizations to initiate more frequent conversations in all phases of the hiring process, including status updates at key stages — such as completion of background checks — and even feedback on why they didn't get the position if that is the outcome.

“Companies don't need the latest and greatest technology as much as they need to make sure their interactions with candidates are meaningful and considerate,” explained Melissa Hassett, vice president of client delivery at ManpowerGroup Solutions RPO. “Personal interaction and individualization of the recruiting process goes a long way toward attracting the best talent. And letting people know as soon as they're not selected is just good manners. That's what protects the employer brand.”

It’s important to get back to the basics when it comes to closing the gaps on candidate preferences and experiences. Employers should consider the following candidate-centric best practices:

  • Automate less, talk more. Company reputations suffer when proactive candidates attempt to follow-up on their applications, only to be lost in endless voicemail.
  • Touch base at the touch points. Candidates should receive calls at critical milestones of the hiring process, such as completion of background checks and drug tests.
  • Tell them when they're out. Candidates want employers to tell them when they are out of the running — at any point along the process.
  • Referrals come first. Employee referral programs are only successful if the referrals are considered before other applicants.
  • Don't be coy about compensation. Everything related to compensation and benefits should be spelled out as early in the process as the organization feels comfortable.
  • Use social media. Savvy companies encourage social media use by employees and don't script or control their messaging.
  • Get out the welcome wagon. Inviting a smaller number of pre-screened candidates to a hiring event satisfies their preferences for being able to present their qualifications in person.
  • Smart candidates want smartphone accessibility. While many of today's candidates want a human connection, they also want to be able to access information and application processes directly from their smartphones.
  • Employ a “just-in-time” candidate information delivery system. Employers interested in improving the candidate experience should ask only for the information necessary at each step in the process.

Source: Making the Connection: Best Practices in Candidate Experience, released September 28, 2015; ManpowerGroup Solutions,

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