Candidate care programme

Positive candidate experiences have wide-ranging and long-lasting benefits for the employer, its brand, reputation and its corporate image. Both positive and negative experiences travel fast in today’s highly connected world, so looking after candidates makes sense and can create long-term relationships even if they do not get the job.

Candidates who are treated well are likely to feel that the organisation will be as conscientious in other dealings, and they are more likely to talk about it favourably, which will boost the employer brand.

The length of the recruitment process in creating a positive candidate ! experience is crucial, as it can lead to losing potential high quality recruits. Candidates generally want to be hired as soon as possible and research shows that two interviews or about one month to make a decision is acceptable.

During recruitment, or between interviews, candidate care is essential as many candidates will have other job applications in the pipeline, and perhaps even continue applying for jobs. If they receive a bad impression during the recruitment process, they may walk away from your organisation and the opportunity. Once a job offer is made and accepted, the onboarding process should start as the next stage of the candidate care programme.

Top tips for effective candidate care

• return calls, acknowledge applications promptly

• set up a dedicated email for candidates so you can answer their questions promptly

• send an information pack containing the job description, interview format, and details about the interviewers and the company

• create dedicated website pages so they can find out about development opportunities, offices, hints and tips about what you’re looking for, organisation culture – include blogs from existing employees

• let them know in good time when and where they will be interviewed, advise of any delays

• write to unsuccessful candidates as well as those you are planning to take forward to the next stage (it’s polite) or at the very least supply a date by which successful candidates will have heard

• give feedback to unsuccessful candidates.