7 Ways to Create a Top-of-the-Line Candidate Experience

7 Ways to Create a Top-of-the-Line Candidate ExperienceYour job as a hiring professional isnt just to find the best fit for your company and the job at hand. After all, whos to say the job candidate you want also wants you? Chances are, your first-choice candidate isnt just interviewing with your company, but with a handful of others which is why its equally important to sell your company and the position to candidates.When it comes to setting yourself apart from the competition in todays race for top talent, the key is to create a positive candidate experience. A candidates experience with your company during the hiring process can either make or break their decision to join your team. And a bad experience can potentially affect their loyalty leid just as applicants, but as customers.To help you create a top-of-the-line candidate experience that attracts applicants, creates customers, and secures top talent, here are seven tips from some of todays leading hiring professionals1. Hav e fun with itMy non-appointed goal is to turn the whole process of getting a job into a fun experience at Workshop Digital. This starts with the job description, which is not your run-of-the-mill job post (check it out here). We also stream in pictures from our Instagram feed so candidates can see our culture before they apply. Im even trying to incorporate a round of foosball into the interviewing process.The final flourish I mail a box of balloons with the words Youre Hired on the string with the official offer letter in the bottom of the box. Best of all, 100 percent of the people who received balloon boxes have accepted our offers.People share a good story. Your company has an opportunity to be a candidates great experience for everyone close to them and in their social circles. Getting a job is hard work Making the experience enjoyable is just a downright nice thing to do. Not many employers are doing it, so theres huge opportunity for a great impact.Liz Funke, Hiring Manager, Workshop DigitalHow to turn the process of getting a job into a fun experience whatsnextliz CandidateExperienceClick To Tweet2. Keep things movingOnce youre ready to hire, dont drag your feet. Review resumes promptly and schedule interviews one to two days out, rather than weeks. If a candidate is applying for a position, its because theyre ready to make a move. If you want the best talent, moving fast will be an impressive differentiator from many other experiences that candidates have.TechnologyAdvice gets feedback all the time about how appreciative candidates are that they heard back on their application so soon, or how impressive it is that were able to maintain such a thorough process while advancing through it so quickly.Being upfront and prompt keeps everyone on the saatkorn page and saves both the candidate and hiring team time. When a candidate knows what to expect, they wont reach out for answers, and the hiring team is able to keep the process moving forward for all pro spective candidates.The hiring process is a direct reflection of your company. Ensuring that each candidate has a positive experience allows opportunity for future referrals and ensures your ability to effectively hire the best talent available. After all, if youre not doing it right, someone else will.Shayleen Stuto, Talent Development Manager, TechnologyAdviceAvoid missing out on great talent by speeding up the hiring process shayleen_stutoClick To Tweet3. Give candidates a taste of your cultureWe believe introducing a candidate to your culture is the best way to create a positive experience during the interview process. There is a common misconception that culture is about giving people things like free shirts, a stocked fridge, or the best equipment, but we believe culture is about giving people experiences theyll carry with them for the rest of their lives.The first experience you have with someone is the interview process, so make it about more than just the two of you talkin g across a desk. Do something outlandish and get to know this person for who they truly are. Theyll see you as a different kind of company if you break up the monotony of the interviewing process.Steve Jobs commonly took people on walks to interview them. We often take them out to lunch and see if they can handle the most important form of multi-tasking eating and speaking. This happens in executive recruiting all the time, but in a competitive job market you need to stand out from the competition and instantly wow your candidates with what you do the first time you bring them into the office.Taylor Wallace, Co-Founder, WeVueTips from taywall on how to make the interview more interestingClick To Tweet4. Show a little respectAlways make the candidate feel valued and respected. I always follow up with every applicant and inform them if they are moving on in the process or not. There is nothing worse to a candidate than hearing nothing back regarding the positions they have applied fo r.When the candidate feels valued and respected, it raises the bar. Additionally, when a candidate sees that you treat them well, they tend to ramp up their performance to meet the expectations and show that the respect was not misplaced.Jennifer Maffei, Founder President, Virtual EA Services, LLCCandidateExperience tip from VEASvcs ALWAYS make the candidate feel valued and respectedClick To Tweet5. Be direct and helpfulMany companies (including Fortune 500) are not treating candidates with respect during the interview process. They think they are in the drivers seat, so they think they can keep a candidate waiting for an hour for an interview, not provide follow up on candidacy, not provide a thermisch environment, etc.This impacts their bottom line because, even if the company does not hire the person, they still need to create an amazing experience because otherwise it can ruin the companys reputation. You want every candidate to be brand ambassadors for your company.So with eve ry candidate we make them feel special. We not only interview them but we extensively coach them, as well, because we want them to succeed in their career. The candidates are very grateful for our direct and helpful approach, which has built a strong candidate referral system for us. It is not too difficult to get it right with candidates treat them well, show you care, and communicate.Gail Tolstoi-Miller, CEO and Chief Staffing Strategist, ConsultnetworxEven if you dont plan on hiring a candidate, keep the interview positive GailTolstoiMillClick To Tweet6. Lose the tieI dont wear a tie. Job candidates get nervous when I don my business outfit and introduce myself as the CEO. It instantly puts them on a defensive mode, then all they do is try to impress me instead of having an actual conversation about themselves and their qualifications.I also abhor having a desk between me and the candidate. I use the couches in the reception area its as if were just chatting in our living room Its also my way to test how comfortable and focused the candidate can be in a busy environment.Lets be honest. Everybody starts out cheerful and productive until they pass their probation period. So I think long-term with hiring. When candidates have a positive experience, they relax and really let their personality show. Then I get to know how they will perform in the long run. I want to know the person because Im interested in hiring a team member, not a worker bee.Idan Shipzear, CEO, 911 RestorationConversation Intimidation 7 Ways to Create a Top-of-the-Line Candidate ExperienceClick To Tweet7. Set a good exampleMy best advice in regards to creating a positive candidate experience is to meet with any staff that will be in contact and help them to understand that you are hosting the candidate. If a sales manager is performing part of the interview, they should not be checking their phone, should be smiling, and giving their undivided attention to the candidate.The candidate sh ould feel special and see that employees at the business are deemed valuable. The person being interviewed should never feel as if they are a burden, whether that is being forced to wait, or someone being preoccupied while interviewing them. Whether or not the particular candidate is hired, it sets a precedent of respect and value to people that could be working for your company, and could set you apart from other firms.Bill Fish, Founder President, Reputation ManagementGive your undivided attention to candidates to ensure a positive interview experience billafishClick To TweetHow do you strive to create a positive candidate experience? Let us know in the comments