Not all HR departments and hiring managers think of it this way, but your talent acquisition strategy is an important part of your organization’s overall marketing strategy. The employer brand that you project through your recruitment process, especially your application and interview process, influences the caliber of job candidates who show interest in working with your team and company.  

If you want to lead the way in providing a memorable and great candidate experience – including for job seekers you do not choose to engage (all perceptions matter!) – here are basic yet often overlooked steps.  

1. Craft clear job descriptions and make requirements stand out

All too often, hiring companies make the mistake of listing specific experience, qualifications, or years of experience as a “nice to have,” when in fact, lack of these requirements is a deal-breaker. These vaguely worded prerequisites usually appear when job candidates get to the knock-out questions at the end of an application, where such “preferred” experience is addressed.  

Tip: If something is required, make it clear up front. It’s perfectly acceptable to state requirements outright. If you do not plan to interview or hire a candidate without a particular skill set or experience, these qualifications should not be referred to as “preferred” or “a plus” in your job posting. If your initial job posting does not attract the right candidates, it’s also acceptable to repost the job opening later with different requirements.  

The bottom line is to avoid letting candidates think they have a chance when they don’t. This saves time for everyone involved. Check out my article called The Matchmaker: Rekindled Tips for Today’s Hiring Managers for more tips on refining job requirements. 

2. Post the salary or salary range in your job postings 

In a recent hiring industry study, 80% of surveyed job seekers said they would not apply for a role where the salary range is not disclosed in the job listing. The overwhelming assumption among candidates is that a salary is not listed because the hiring company knows it’s low, so they’re not interested. Not to mention, 13 U.S. states (and counting) have pay transparency laws that require salary ranges to be posted in job ads, and similar laws are being considered in other states.  

Tip: If you want to attract top talent, include the compensation or pay range in your job postings. Candidates who won’t accept what you’re offering will weed themselves out of your process from the get-go, which allows you to focus on viable candidates. 

3. Audit your online applications

As a talent recruiter, the most common frustrations and complaints I hear from job candidates are about a company’s online job application, ranging from being cumbersome, redundant to their resumes, overly complex and lengthy, and even biased.  

Tip: Go to your online job board and try to apply for one or more of your own open roles. Do you require candidates to manually fill in information that’s already in their resumes? Does your application require information that could be perceived as discrimination toward a protected class (i.e., graduation years)? Do you require personality or other assessments through the application that could be transitioned into the interview process itself? 

By no means am I implying that your online applications should not request information you need to make informed selection decisions for the best candidates; however, it’s worth auditing your process to ensure it is as streamlined as possible for today’s job seekers. 

4. Fully review applications and resumes before scheduling interviews

Before joining Goodwin Recruiting, I had two job interview experiences that completely took me by surprise – and not in a good way. Turns out I’m not alone. My experiences were not unlike those of countless other candidates I hear from on a regular basis today.  

Before I interviewed with a nonprofit organization, the application was short and simple, and it asked for my salary expectation. I gave it, and they called to schedule an interview. When we got to the end of the interview and talked money, the interviewer’s verbatim response was, “Oh no, this role won’t pay anything close to that.” They asked for this information, never reviewed it, and wasted both of our time.  

A similar experience was with a hotel. During the interview, I was asked if I had a particular type of experience. One look at my resume before the interview would have made it clear that I absolutely did not. The interviewer’s reply during my interview was, “Oh, I’m sorry that won’t work.” I drove 25 minutes and had to park a block away, only to have the interview end in six minutes. Again, this was a waste of my and the hiring manager’s time.  

Tip: Closely review the resumes of chosen candidates before scheduling interviews to ensure time efficiency for you and the people who apply for your important roles. 

5. Ensure your hiring team has been trained in interviewing

I hear horror stories from candidates about the wild (and sometimes illegal) questions they are asked during job interviews. Some interview questions have nothing to do with the job at hand or the requirements of the role, or why the candidate believes they are qualified and able to make a positive impact for the team and company. And too many candidates leave interviews with no understanding of the hiring process, the timeline, or next steps.  

Tip: As noted earlier, the brand image you project during your interview process heavily influences candidate experiences and perceptions. It’s important to ensure that hiring managers on your team have training in interviewing best practices. It’s also essential that they know federal and applicable state laws regarding topics they can’t inquire about during an interview. 

6. Consolidate interviews

The Achilles heel of hiring in many companies is that too many people are involved in the process, putting job candidates through multiple rounds of interviews. By the time these companies reach a consensus on who to hire, they often find their ideal candidates have accepted jobs with other organizations. 

Tip: Make every effort to combine your interviewers into a panel conversation with a candidate, rather than have them conduct one-on-one interviews. Consider as well whether all these perspectives are critical to reaching a consensus. Typically (except for very senior roles), your interview process should involve just two to three steps: a phone or Zoom interview with HR, an in-person interview with the direct hiring manager, and maybe an additional interview with team members, colleagues, or other key stakeholders.  

7. Over-communicate every step of the way

For job candidates who take the time to apply for a job and participate in the interview process, no news is not good news. There are so many elements involved in hiring that are outside of our control – but communication is completely within our control. Use every touchpoint to show respect for those who invest in your application process and ensure a positive candidate experience, no matter the outcome.  

Tip: Give candidates clear communication from day one, starting with acknowledging all applications. If candidates aren’t going to move forward in your process, let them know straight away. When you select and interview candidates, give them a realistic timeline for next steps, be sure to reach out to them if something changes that timeline, and always follow up after each touchpoint or engagement.

8. Make it personal for applicants who don’t make the cut

Most hiring managers and talent recruiters have templates and automated processes to assist with our work. That is a must in HR, recruitment, and hiring while working with so many candidates and especially due to lack of time. It’s easier to just send a generic email or letter to let candidates know they will not be interviewed or get the job. But let’s face it, candidates know these are impersonal, generic communications. Etiquette and best practices call for something more personal.  

Tip: When a candidate has invested time and effort into your application and interview process, a personal call or personalized email is so much better than a canned rejection template when things don’t go their way. I promise that taking the time to do this will lift both a candidate’s spirits and their perception of your company and brand. Let your company values shine through.  

Get a cost-free consultation  

If your application and interview processes could use refinement or an overhaul, or if you’re struggling to find and onboard the talent you need, it may be time to bring on a professional talent recruiter to provide an external perspective and support your business.  

I would love to have a phone call to discuss your talent needs and how our team at Goodwin Recruiting can help you achieve your hiring goals – and deliver exceptional candidate experiences.  

Schedule a call with me today on a day and time that are most convenient for you.