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Managing a Candidate's expectations

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Managing a candidate’s expectations

Quick fire facts (Source):

  • 24% of candidates expect to be hired within 2 weeks of applying for a role
  • 56% of candidates would have a negative opinion of your company if the recruitment process isn’t smooth
  • 44% would tell their peers of a negative experience

How to make sure you don’t fall into the two latter stats? COMMUNICATION

Managing expectations is the difference between an annoyed candidate, and one prepared to jump through the hoops of the recruitment process. And depending on the seniority of the role, there could be a few.

You pride yourself on communication with your customer’s, right? Your Vendors, Buyers, Landlords, Tenants, Suppliers, and Contractors etc

Your candidates should fall into that group.

A quick email, a call, or a text takes 5 seconds and that can be the difference. The recruitment process is a scary time for a candidate. The worry of potentially joining a new company, venturing into the unknown of the company they could be joining, the risk of their current Manager finding out.

What can you do to create a pleasant experience?

  1. If they’ve applied for a role directly, let them know if they’ve been successful or not within 48 hours. If a recruiter has submitted them, same rule applies.
  2. From the outset, let the candidate know the process and what’s expected. A recruiter can relay this.
  3. Have communication points throughout the recruitment process. Swift feedback, touch points between the next stage. Let them know what and how they need to prepare for next stage.
  4. Give constructive feedback. If you’ve met them, and you’ve rejected them, let them know why and what they can improve on. Personalise it.
  5. Job offering? Don’t let days and days go by. If you need time, let them know when you aim to get back to them at least.

Once they’ve accepted… then what?

Well, that’s a new blog.

Broomham Recruitment