Deliver a High-Touch Candidate Experience

Under the pressure of high-volume hiring, your focus might be on filling positions quickly, rather than on delivering a positive candidate experience. With time at a premium, it can certainly seem like an overwhelming challenge. But it’s widely acknowledged that the impact of disgruntled candidates can have serious repercussions – not only on your employer brand but on your bottom line.

With the right technology, personalized automation ensures that candidates feel valued without their experience becoming a huge burden on recruiters. Think about what kind of content might be relevant throughout the process. For example, you could share top interview tips or employees’ interview stories prior to an interview to show candidates you really are interested in their success.

Not everyone will be successful, and managing rejection is critical. You might want to set up a reminder to send interview feedback to candidates a few days later. Ninety-four percent of talent want to receive interview feedback. If it’s constructive, candidates are four times more likely to re-apply to your company in the future.

If you can’t send individual feedback, you should still leverage automated emails to let unsuccessful applicants know that they haven’t been lucky this time. No one likes to be ghosted, and simply knowing what’s going on can help to maintain positive sentiment towards your employer brand.

But it’s important to consider timing. It’s cruel to reject someone immediately so set up your communication to go out a couple of days after the decision has been made. Consider setting up email marketing campaigns for rejected candidates to let them know about similar open positions in the future.