What are the best practices for communicating and following up with candidates during the hiring process?

Managing candidates through the interview process is undoubtedly an extremely challenging task for companies, especially when juggling multiple candidates. The most important thing is to ensure that communication is clear and concise, and that all candidates know where they stand at any given point. That could be with regard to next reviewing their profile, arranging a next interview, or deliberating over whether to make an offer. The worst thing a company can do is leave a candidate in the dark as not only is this may cause anxiety and also raise red flags about the way the business operates should they receive an offer of employment. To summarise, remember the 3 Cs - Clarity, Conciseness & Collaboration.

Lo primero que debes hacer es tener claros el perfil de la vacante y las necesidades de la organización (culturales y de desempeño). Lo anterior facilitará las expectativas de ambas partes. La comunicación debe ser constante, abierta y honesta, porque es el inicio de una probable relación laboral a futuro. Actualmente existe Whatsapp que ayuda al contratante a establecer un canal abierto e inmediato para establecer un vínculo óptimo con el candidato.

Setting expectations when following up with candidates during the interview process is crucial for several reasons, including accountability, enhancing the candidate experience, and ensuring proper engagement for both parties. One of the biggest expectations that recruiters need to set is the timeline with candidates. By having a clear and concise timeline, a recruiter is able to provide timely feedback and set check-ins when needed with candidates to ensure the best experience.

In my experience, setting expectations in your first interactions with the candidate on a reasonable timeline for updates and feedback allows both the candidate and recruiter to plan accordingly. The goal here is to create a pleasant and transparent interviewing experience for all parties involved. When it comes to sharing interview feedback, it’s important to share the good and bad. Sharing constructive feedback with candidates allows them to assess on their own and do better in future interviews. I personally like to ask my candidates if they would like feedback from their final interview and set time aside to discuss, keeping in mind some people may not want it.

Responsiveness and timeliness in communication are qualities our team has always prioritised in our hiring processes. They are not only crucial for maintaining a positive candidate experience but also for ensuring efficiency throughout the recruitment journey. In fact, these are also the very skills we emphasise when training our recruitment virtual assistants. We understand that prompt responses and clear communication can significantly impact the candidate's perception of the company and influence their decision-making process. Therefore, we instill these values in our team to uphold professionalism and foster strong relationships with candidates.

1. Be clear in all communication with candidates. Explain the steps of the hiring process. 2. Respond to candidates promptly, this shows respect for their time and interest. 3. Keep candidates informed of their status throughout. If there are delays, communicate these promptly to manage expectations. 4. Address candidates by name and personalize your messages whenever possible. This shows that you value them as individuals. 5. Provide constructive feedback after interviews, even if they're not selected. This helps them understand areas for improvement and leaves a positive impression of your company. 6. Follow up with candidates after interviews to thank them for their time. This shows professionalism and keeps them engaged.