Keeping Candidates Engaged Throughout The Process

At the risk of sharing some of what has made my recruiting firms successful, here are some of the tenets that I have always trained recruiters on. If you're not doing these today, start now. Show them to your manager. Get your company to implement procedures. These are geared toward external/agency recruiters. -Understand that hiring is a 2-way street. -Never post a job description. It's not just about you. -Acknowledge every candidate that applies with a response indicating that their information was received. -Every candidate that is engaged in your hiring process receives constant, updated news even if the news is "I have no news". If a candidate reaches out with, "I haven't heard..." or "do you have an update?" you've lost. -Recruit for the present and for the future. Always tag candidates that fit other client needs or are the right candidate but wrong time. Make these people an on-going part of your network. Same goes with anyone you've interviewed. -Have a vested interest in every candidate's success. Not negotiable. You work for me, you have to believe in this. This has been a core value of every company I have owned. -Press hiring managers to stay on task and to make timely moves and decisions. Inform candidates of stalls in the process so they can pursue other things. Don't leave anyone hanging. -It's OK to say "no". If a candidate is not interested in a role, that's OK. Find someone else. But, if you think they should consider the role based on the time you've spent interviewing them and getting to know them, ask them to reconsider. You are their advocate but also their guide. -Our goal is not to "close deals". Our goal is to find the best fit for our clients and our candidate clients. If we believe in the fit, we advocate for it. -Never let a candidate you've engaged with or interviewed but have not placed, go a month without some sort of check-in. How's it going? Any news to share? What can I do to help? Again, if they reach out first for an update, you've lost. -You represent opportunities honestly and share the good and the bad. But you advocate for the fit if you believe in it. -Resumes and job descriptions are black and white. We live, work and succeed in understanding the gray. -Always, always, always close the loop with everyone. This absolutely has to be part of the process. If they have interviewed but were not selected, call them. If they did not interview for the role an email is fine. -Note to managers: There are no metrics or KPI's listed. Why? It's not about your numbers. It's about building relationships, being a steward for the creative industry, and doing good work for clients and talent. But trust me, do these things and your business will grow. The End. #recruiting #staffing #recruitertraining #harvestertalent

How do I get candidates to commit faster instead of stalling week after week? Let me share a quick story. I once worked with a recruiting leader who felt stuck in an endless loop. Candidates were excited in the beginning, but then would go radio silent as the days turned into weeks. It was frustrating for her and her team. After digging deeper, we found that the root issue was a lack of clarity about what the opportunity truly meant for the candidates. They needed a clear vision of not just the role, but also how it aligned with their personal goals. So, we introduced a simple framework: purpose-driven conversations. Instead of just vetting skills and experience, she started engaging candidates in meaningful discussions about their aspirations and values. She would ask questions like, “What does your ideal career trajectory look like?” and “How does this position fit into your bigger vision?” This shift transformed her conversations from transactional to transformational. Candidates felt understood and motivated, which led to quicker decisions. Why does this work? Because people make decisions based on emotion and alignment, not just paychecks or perks. When candidates grasp how a position fits into their long-term vision, they’re much more likely to commit. So, don't just fill a position; fill a purpose. Engage in genuine conversations, and watch the stalling fade away.

Recruiters... Candidates do not want to feel like just another application or resume. They are human and the recruitment process should have a personable human touch to it. In the fast-paced world of recruitment, one of the most underrated but essential elements of success is the relationship between Recruiters and candidates. It’s not just about filling a role—it’s about fostering trust, communication, and long-term connections. When you recruit with these aspects in mind, this is what can happen: 1. A Positive Candidate Experience: Regular check-ins and communication demonstrate that you genuinely care about the candidates’ progress and career goals. This leaves a lasting impression, even if they aren’t selected for a role immediately. A positive experience could ensure they’ll come back to you for future opportunities, which has happened to me personally many times before! 2. Helps Build a Strong Talent Pipeline: Staying in touch allows you to keep a pulse on candidates, even if they aren’t the right fit for a current role. You’ll have a go-to list of qualified individuals ready for when new opportunities arise. A deep network of engaged candidates is an invaluable asset! 3. Gives You Better Insights: Regular interaction helps you understand candidates’ goals and preferences, allowing you to find the best match for both sides. Just like any human relationship, the more you interact with one another, the more you learn about each other. 4. Trust and Transparency Matter: Pause and read that again! When candidates trust you, they are more likely to be open and transparent about their career goals, compensation expectations, and other critical details. This helps you find the best match for both the candidate and the client, leading to successful hires. 5. Encourages Referrals: Strong relationships often lead to referrals! (And we all know how much a Recruiter loves a good referral!) Candidates who feel valued are more likely to refer their friends, colleagues, or other professionals within their network, expanding your talent pool and giving you a competitive edge in your search. Ultimately, recruitment is all about relationships. When you build trust and keep the lines of communication open, everyone benefits in the long run. So take some time to really focus on QUALITY of your conversations and interviews over quantity. #RecruitmentTips #Relationship #Network #QualityOverQuantity

I’ve noticed a number of posts from job seekers expressing their frustration with the interview process, and it’s truly important for us as recruiters to take a moment to reflect on this. As professionals in this field, let’s remember that our candidates are individuals with their own stories, families, and responsibilities. They face the same challenges we do, from mortgages to medical expenses. Here are a few ways we can elevate the candidate experience: ✔️ Communicate Regularly: Even if there are no updates, a quick message saying, “I have no new information, but you’re still under consideration,” goes a long way in keeping candidates informed and valued. ✔️ Deliver News Personally: If a candidate isn’t selected, let’s strive to share that news with a phone call rather than an automated email. This personal touch shows respect for their effort and time. ✔️ Provide Constructive Feedback: Whenever possible, offer insightful feedback. If a candidate was lacking in experience, for example, kindly point that out. This helps them grow and prepares them for future opportunities. By fostering a more compassionate and transparent process, we can make a positive impact on the lives of job seekers and contribute to a more uplifting recruiting environment. Let’s keep pushing for improvement together! #jobseeker #interview #recruitment #recruiter

The candidates you don’t hire are talking about you—what are they saying? Your hiring process isn’t just about the people you bring on board; it’s about the experience you create for everyone who applies. Even candidates you reject leave with an impression that shapes how they view your company. I’ve been on the other side of the table, ghosted after being promised an email about next steps. Left wondering for weeks on end where I’m at in the process. Rejected with no more than an unempathetic, “Thanks for your time.” Even with years of experience in hiring, it leaves me frustrated and undervalued. Here’s the truth: Every recruiter has been a job seeker. If you can’t provide excellent communication to candidates, maybe this role isn’t for you. Respectful, transparent communication should be a baseline, not an exception. Here’s what I’ve done to create an exceptional candidate experience: 1️⃣ I prioritize communication. If I haven’t heard updates from hiring managers earlier in the week, I check in on Thursdays. Then, every Friday, I dedicate time for my Friday Feedback Fiesta. Every candidate gets an update—whether it’s good news, bad news, or simply “no news yet.” Communication builds trust and shows respect for their time. 2️⃣ I check in throughout the process. Candidates deserve to feel heard at every stage. I pulse-check with them regularly, asking how they feel about the opportunity and addressing concerns. This keeps us in constant communication. 3️⃣ I treat rejection as an opportunity. Saying no isn’t easy, but it can be done thoughtfully. Providing feedback (when possible) or simply explaining your reasoning can leave candidates with valuable insights—and respect for the process. 4️⃣ I value every candidate’s effort. Interviews are stressful. Candidates pour time, energy, and hope into the process. Even a small acknowledgment, like a thank-you email, can leave a lasting impression. 5️⃣ I think beyond today’s hire. A rejected candidate today could be a perfect hire tomorrow—or refer someone else. In fact, I’ve hired referrals from rejected candidates because they had such a positive experience. Why this matters. The way you treat candidates isn’t just a reflection of your hiring process; it’s a reflection of your company’s values. In today’s competitive hiring market, a thoughtful and respectful process isn’t just good practice—it’s a competitive advantage. The proof is in the puddin’ as they say and your girl has receipts…these are real messages from candidates I didn’t hire. So, what are your candidates saying about your process? And what are you doing to ensure they feel respected and valued—even when they don’t get the job?

As a human resources professional and leadership and career coach, I have supported numerous clients navigating the grueling interview process. In today’s competitive labor market, the candidate experience is often the first impression potential employees have of your company. Yet, too many candidates face a disheartening journey filled with murky communication, lengthy processes, and impersonal interactions. Here are a few ways we can fix this broken system and set a new standard: 1.     Streamline the Application Process: Ensure your application is straightforward and respects the candidate's time. Simplify forms and reduce redundancies. Is it really necessary to manually complete an online application when you have the candidate’s resume? 2.     Communicate Proactively and Transparently: Keep candidates in the loop at every stage of the process. Automated updates, clear timelines, and open feedback channels can prevent the anxiety of the 'black hole' syndrome where candidates hear nothing back. 3.     Respect and Value Every Applicant: Treat candidates as you would your customers. Every applicant should be contacted with the status of their candidacy. A respectful rejection letter that offers constructive feedback can turn a rejection into a positive interaction, encouraging them to apply again in the future or recommend your company to others. 4.     Personalize the Interview Experience: Tailor interviews to the role and involve team members who can speak to the job’s day-to-day realities. This not only enhances the candidate's understanding of the position but also showcases your team's culture. Be respectful of the candidate’s time. When possible, have the candidate meet with everyone on the same day. There really is no excuse for 5, 6, 7, etc. rounds of interviews. 5.     Ask for Feedback: Post-interview surveys can provide invaluable insights into your process from the candidate's perspective, allowing you to continually improve. By enhancing the candidate experience, you not only increase the chances of attracting top talent but also boost your employer brand.   Does your organization boast an awesome candidate experience? Please share how your organization is working to simplify the job search process.

First Impressions Matter... Especially for Candidates! The employee experience begins the moment a candidate interacts with your business. The first interview isn’t just an interview, it’s the start of their onboarding journey. If that first interaction isn’t great, it sets the tone for everything that follows. I’m challenging businesses & hiring managers to rethink how we treat candidates. Why make them jump through hoops when they haven’t even had enough info to decide if they want to join? 💡 A shift we’ve made: We’ve agreed globally & for all level roles, to hold the hiring manager interview before the case study/task. This ensures candidates have enough information to make an informed decision before investing time in a task that might not even be relevant if they aren’t aligned with the role or team. 💭 Why does this matter? I get it, hiring managers might think, “But what if they fail the test?” The truth, candidates who meet with the hiring manager first are MORE engaged, motivated & informed allowing this to shine through in their task. There will also be less drop off from candidates who haven't had a chance to meet the most important person in the process - their future manager! Talent - Here’s how to start: 1️⃣ Audit your funnel: Where are candidates dropping off, and why? 2️⃣ Map the candidate journey: How is their experience at each stage? Are they feeling informed and valued? 3️⃣ Educate hiring managers: Candidate experience isn’t just about filling a role - it’s setting up a future employee for success. Their experience impacts engagement and retention long after they're hired. 💪 Now’s the time for action. Let’s not just hire great talent, let’s treat them right from the start. Prioritise their experience and see how it impacts conversion, engagement, and retention. 💬 I’d love to hear from you — Hiring managers, how are YOU ensuring a great candidate experience? Candidates, what’s your experience been like? Talent, what have you built in to ensure engaging interview process? Drop a comment, share your thoughts and let’s start a conversation! 👇 #CandidateExperience #EmployeeExperience #Hiring #InfluencingVoices

Your best candidate stopped responding after the first interview. Here's why. It's not the comp. It's not the commute. It's the silence. I'm watching this happen on repeat. Strong candidates interview on Monday. They leave feeling good about the role and the team. Then they hear nothing for five days. By Friday, they've accepted another offer. Here's what happens in that window: ◾ Another company calls back in 24 hours with clear next steps ◾ Their current manager notices the long lunch and counters before you reconnect ◾ They start wondering if you're actually serious about filling the role ◾ They assume slow hiring means slow decision-making on everything else The best accounting and finance talent in are not waiting around. They're fielding multiple conversations, and speed signals intent. You don't need to extend an offer in 48 hours. But you do need to communicate. Tell them the timeline. Share the next step. Even a quick call or text keeps them engaged. Silence is what kills momentum. We like to say "Time kills all deals." The candidates who ghost are not flaky. They just chose the hiring manager who respected their time. What's your follow-up process after a first interview? jtishman@forumgrp.com