One of the most frustrating parts of the recruitment process for potential employees can be when companies are not honest and transparent about how and when they make hires. Fairness and honesty can go a long way to make the recruitment process transparent. Candidates will appreciate these traits from any company.
Applying for jobs can be extremely stressful, as anyone who has ever applied to one knows. This is why having a transparent recruitment process is vital. When companies keep their recruitment process hidden from candidates, this only adds to stress. It also causes distrust of the company. Instead, if a business chooses to disclose the inner workings of their recruitment process, such as timeline, qualifications, and more, this creates a trusting bond between candidates and the company. In time, having a streamlined, transparent recruitment process will attract more potential hires and give your company a good reputation.
3 Key Components to Ensure Recruiting Transparency and a More Positive Experience
Below, here are three ways to boost transparency within the recruitment process and give candidates a good experience:
1. Give potential candidates a timeline.
When job-seekers are researching job postings, a timeline within the job description helps to ensure the candidates apply on time. While many companies already do this, not all do. Giving a due date helps the company posting the job to make hires faster. It also lets the job-seeker know how much time they have to send in an application and gather any necessary additional materials.
Additionally, companies should include when a candidate can expect to hear back by in the job description. Doing so will set a company apart from competitors. This is something few companies do, but it should be common practice, as it helps keep the recruitment process transparent.
How a timeline helps job-seekers and companies
Job-seekers typically apply to a large quantity of positions that fit their qualifications. Multiple applications can be a lot to keep track of, so companies should give candidates a date on which they can expect to hear back. This helps the candidate to stay on track with their applications and narrow down their list.
Companies should give an official response to all applicants, even if it is a rejection. But at the very least, if the candidate has a timeline and has not heard back, they will know it is time to move on in their search.
Once a candidate is in the potential hire pipeline, it is still just as important to continue to be transparent. After a potential hire interviews, be sure to let them know a date that they can expect to hear back by for either a second round interview or if they were chosen for the position.
The waiting game can be tedious and stressful for job-seekers. If a company gives them an unpleasant experience, it could leave a bad taste in their mouth for the future. This disdain for a company has potential to spread throughout that job-seeker’s network. Additionally, great candidates might shift their focus to other companies they applied for if they do not hear from the first companies in a timely manner. This could give way to consequences of multiple lost hiring leads for a company. The importance of a transparent recruitment process cannot be emphasized enough.
2. Be willing to provide feedback.
Being able to receive feedback is a crucial part of the recruitment process for many job-seekers and helps transparency. Although not all job-seekers will ask for feedback, many do appreciate learning what they can improve for the future. A candidate may even take time to refine and sharpen their skills in order to reapply at the same company at a later date. However, if the candidate’s experience with a company is negative, it will discourage the candidate from applying again. This is bad news for a company, as they could be detracting very passionate potential employees.
When a candidate asks for feedback on why they were not chosen to fulfill a role they applied for, take time to craft an honest, constructive, and kind response. Candidates who are truly looking for ways to improve will appreciate the candor, thoughtfulness, and time it took to craft a tailored response. Of course, always keep the constructive advice appropriate and encouraging, and never criticize a candidate in a hurtful way. A company showing that they care about the people who took time to apply for a role shows a good culture to that applicant and others who they might choose to share the news with. As previously mentioned, positive reviews by word-of-mouth are a vital part of keeping a good reputation as a company.
When a candidate is chosen for a role (hooray!), tell them what made their application and interview stand out. Give your candidate a call to share the good news, and then send a formal offer letter detailing the specifics of the position. Be sure to give the candidate an appropriate amount of time, usually at least a few days, to make a decision.
3. Never leave potential candidates hanging.
One of the worst things a company can do to a potential hire is fail to follow up on an application or interview. Every submitted application should receive a response from the company either asking for more information, setting an interview time, or politely declining the application to further recruitment transparency. A company that leaves applicants in limbo presents themselves as disorganized and uncaring.
Unfortunately, many companies have set a standard of failing to give some sort of response to applicants. Fortunately, though, if a company does hold themselves to the standard of giving every applicant a response, the company will stand out amongst competitors. It is never too late to implement a policy of always responding to applications in order to differentiate and show candidates what makes your company unique.
What are the steps to a transparent recruitment process?
It is generally accepted that there are seven distinct stages to the entire recruiting process. These stages are as follows:
- Identify hiring needs
- Prepare the job description
- Search for talent
- Screen and shortlist
- Conduct interviews
- Evaluate and offer employment
- Induct the new employee
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