Ensure a positive candidate experience

If your job applicants receive a rough ride you risk losing out on highly skilled people to competitors, as well as negatively affecting your employer brand. As companies begin to realize that every candidate is also a potential customer, they're taking steps to ensure all job candidates have a positive experience. Patrice Barbedette, executive director and founder of Jobpartners, shares his top five tips:

1. Produce clear, easy-to-find job descriptions. First, make jobs easy to find on your website or that of a third party and provide plenty of information about the job role and the application process. Include an HR section which must be as attractive and clear as possible, with employee testimonials and extensive job descriptions. This will help give candidates an idea of the company culture and what they can expect from the job if they are successful.

2. Respond quickly and efficiently. Too many companies fail to reply promptly to candidates, and some fail to reply at all, which immediately creates a poor perception. The initial response must be followed up and candidates kept informed of next steps throughout the process. Be clear on what's expected next from the candidate or what can be expected from the company.

3. Create a talent pool. If you receive a good application but don't have a suitable job opening, keep it on file so you create a talent pool to refer to in future. Offer talented applicants the opportunity to create a personal profile that can be updated at any point.

4. Ensure management involvement. Effective communication between the recruiting department and managers helps create a streamlined process that's time and cost effective. For example, management
involvement will make sure job descriptions are completely aligned with managers' needs and the right candidates are put forward.

5. Build excellent one-to-one relationships. Make the candidate feel they are unique throughout the recruitment process. When possible, send personalized answers, offer the opportunity to apply
for other relevant jobs and ensure you keep all notes and feedback from everyone involved in the recruitment process. Finally, remember to keep promises made to new employees - the induction
process should also be personalized to ensure that, after all the hard work put into recruitment, the new recruit doesn't walk out the door in the first few weeks.

Source: Strategic HR Review Vol. 4, Issue 5, July/August 2005