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V O L . X X V I I I N O. X M AY 1 6 , 2 0 2 2 20 S M A L L B U S I N E S S F O C U S H OW TO I n today's tight labor market, it's critical to improve the candidate experience in your hiring process. It's more challenging than ever to win candidates. With the prevalence of career sites and job search tools online, job seekers can share a negative can- didate experience online, damaging an employer's brand. Another reason employers should improve the candidate experience is that job seekers may become, or already are, customers. A bad recruitment or interview experience could translate to a loss of business later. Here are four tips to dramatically improve the candidate experience. 1. Avoid snap judgments Using technology and "knockout ques- tions" helps employers cut down unquali- fied candidates. However, it's vital to time rejections so they're not instanta- neous. Candidates want to feel as though they were fairly evaluated. Ensuring rejections are a little delayed helps create that impression. Candidates who assume they never got a fair chance may leave negative reviews online or decide not to be customers of the company. 2. Offer feedback, guidance Employers will produce a better can- didate experience if they offer useful feedback and advice throughout the hiring process. is will build trust and loyalty. e candidate may come back to apply for other positions in the future or share positive reviews online and via word of mouth. Employers should note that candidates they don't hire are still able to give them a positive review as a potential employer. Feedback may include: Interview tips: Researching the company (perhaps even where to research the company), questions to prepare for, or sharing what information will be important to the interview panel. Offering hints for upcoming steps: Concrete actions for a candidate to improve their next interview, assessment, etc. Sharing feedback for future job searches: is feedback could be applicable even for job searches with other employers. 3. Eliminate or move behavioral assessments Often, behavioral assessments are burdensome additions to a hiring pro- cess. Candidates dislike taking time to complete them because they usually aren't paid, and they aren't guaranteed to land the job. Employers should thoroughly consider whether an assess- ment is necessary for the hiring process. If not, they should cut it. If an assess- ment is required, employers should require tests or sample activities only once a candidate is close to being hired. When organizations require an assess- ment too early, candidates will often abandon their application completely. Sought-after talent will find an assess- ment more acceptable when they feel closer to being hired and have a deeper understanding of whether the role is a good fit. is strategy will also benefit employers directly. It helps them attract more talent to their hiring process. Job seekers, especially those who are tal- ented and have many options in the job market, are more likely to engage in a hiring process that isn't initially difficult. e more job seekers an employer may choose from, the more likely they'll find the top talent they need. 4. Keep candidates informed Employers will significantly improve the candidate experience if they keep in touch throughout the entire process. is task may seem time consuming, but organizations could use recruiting software (such as MP's Attract & Hire). is type of software offers templates and sends automated updates to candi- dates. Even if employers only share an update that there isn't any update, this still enhances the candidate experience. With these four tips, employers will become more competitive in the 2022 talent war. Winning top talent is critical because an organization's staff is its most valuable asset. Tracy Westcott is a talent s o l u t i o n s m a n a g e r a t M P, a recruiting firm. She can be reached at twestcott @ mp-hr.com Improve your hiring — and bolster the overall candidate experience sbsavings.bank | (207) 284-4591 Member FDIC SUPPORTING SMALL BUSINESSES SINCE 1827. Golden Rooster 236 Main St, Saco, ME 04072 C M Y CM MY CY CMY K ai16518416519_MaineBiz - Small Business.pdf 1 5/6/2022 8:54:12 AM B Y T R A C Y W E S T C O T T B Y T R A C Y W E S T C O T T Keep in touch throughout the entire recruitment and interview process.

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