Building candidate trust involves transparency and honesty. We should also understand the recruitment process as a two-way conversation, where we should also understand what drives the candidate’s motivation and their needs.
Just like in sales, every employee involved in the recruitment process should leverage their active listening skills to engage with the candidate and assess whether this might be the right place and right role for them.
Why should candidate trust be at the top of our recruitment priorities?
1. Investment in future placements
Doesn’t matter what nice words we say about our company, if our actions are not aligned, red flags will be raised from the candidate’s perspective.
We may meet a great candidate, but we may assess that it is not the time to onboard them. However, if we do this right, we will make sure to be on top of their mind and will leave the door open to reach out again in the future.
2. Expand your network
On average, referrals count for 30-50% of all hires. If we also consider that 45% of job hires stay longer than 4 years, we can easily see the benefits of providing a good candidate experience.
Even if they’re not the right fit for the role, they should be encouraged to share this or future opportunities with contacts within their network.
3. Reduced recruitment costs
Even if some candidates may not be the right fit at a certain moment in time, they might be our perfect candidate at some other point. Building a candidate pool and taking on referrals may shorten future recruitment processes, as we can directly contact former candidates and, if we’re lucky enough, it may not even be necessary to advertise the role and avoid investing all the related additional financial and time resources.
How can we build candidate trust?
1. Be honest
Transparency and honesty are highly valued by candidates. Whether it’s about the job salary or its responsibilities. Do not keep information from them.
Is there something in their candidacy that’s concerning you? Was something said/done during the interview process that pulled you back from moving forward with their candidacy? Let them know.
Of course, be mindful of how you communicate this information.
2. Provide feedback
3. Do not ghost
It should to without saying, but it’s not unheard of that some candidates have ceased to be contacted by the company, even after investing their time in solving business cases and reaching the final rounds of interviews.
Communication with candidates should always be quick and clear. Even if you decide not to move forward with them, you should let them know.
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