Effective candidate communication is a critical factor in any recruitment process. But, it is an area that is often somewhat neglected and this especially true when it comes to innovative processes. There are specific principles that should be followed in order to keep good candidates and steps to be taken when inviting candidates to the video interview.
Why candidate communication is so important
Communicating with candidates is very important, because the first decision in the selection process is actually made by the applicants themselves. Candidates decide if they want to apply for the advertised position at your business. Also if they want to go through your application and selection process. Therefore, in times of labor shortages, companies cannot afford to lose out on top candidates due to inadequate communication. When dealing with people both privately and professionally, it is wise to implement the following saying:”Treat others the way you want them to treat you”.
The nuts and bolts: Transparent information policy
It is quite a simple concept, but one many companies have a hard time with: The applicant should be informed clearly and transparently about what they are getting into and what to expect along the way. This begins with the job description and continues throughout the recruiting process. Candidates should be told how to reach the relevant contact within the company and clarification on receiving quick feedback.
1. Contents of the vacancy description
This point it is a closer look. The scope and requirements of the company should be communicated clearly and transparently before an application is submitted. Which tasks should be undertaken by the prospective employees? Which could be added in the future? What skills are expected for everyday and future situations? What skills are critical to succeed in this job?
2. Transparency in the recruiting process
In relation to the selection process, it is particularly important to describe the process to candidates clearly and consistently on all recruiting channels such as your website, Facebook, etc.. For applicants, it is important to know that they are evaluated fairly and objectively, and the process is equal for everyone. Thus: What is the normal application process that all the candidates go through? Who is involved in decision-making and what decision criteria are decisive? These aspects aren’t revolutionary, however a main area is often forgotten, specifically in innovative processes: communicating to candidates where the real benefit of this innovative selection process is for them.
3. The value proposition for your candidate
Especially if the candidate has the opportunity to present themselves in via video interview before a personal interviews, it is important to explain to candidates why the company has decided to use video interviews and what the benefits are.
Reasons for using asynchronous interviews:
- You allow your applicants the opportunity to present themselves and leave a personal impression that goes beyond what could be established from the application documents and cannot be accomplished any other way for large numbers of applicants
- You allow your applicants the opportunity to decide for themselves when they want to do the interview – regardless of time and place, making it completely flexible, as well as cost and time saving
- You ensure faster processing of applications, the time can be significantly shortened which allows you to provide faster feedback to candidates
- You eliminate scheduling hassles for the candidates, as well as for all executive decision makers involved in the process
- Is innovation one of your company’s values? This needs to be reflected in your recruiting process
Highlighting that both parties – candidates and companies – gain a great advantage through the use of such a selection process creates not only an understanding, but it also increases candidate acceptance and execution.
4. Contacts and options to get in touch
Especially in the context of self-selection, companies should make contact persons and their contact information available to applicants. Often a brief phone call or email can clarify important issues that determine whether the applicant applies or not, and the processing of an application takes longer than answering a question.
Although many companies shy away from giving feedback, companies can particularly differentiate themselves from their competition by giving applicants the opportunity to understand why a decision has been made. Even if it is not necessarily the outcome the applicant had hoped for. For applicants who do not have much experience, this feedback is an opportunity to learn and grow. Unfortunately today with regard to the AGG (German Anti-Discrimination Act) in most cases no feedback is given due to fears of alleged discrimination and legal disputes. However it’s possible to give AGG compliant and objective feedback, not least on the basis of the structured interview and concise criteria chosen as the basis for the evaluation. Admittedly this may be quite work intensive, but it is possible. Feedback need not be extravagant, but identifying key development opportunities for applicants will earn you positive feedback – from accepted and, especially, rejected candidates.