How can treating a candidate help a company's reputation?

Reduce the corporate reputation and reputation of the company among potential candidates for filling future job positions. We all witness the shortage of good talent in certain positions and how the labor market, as well as the education sector, do not respond in a timely manner to the needs of business entities. That is why it is logical that most companies should be very careful about the kind of user experience they leave for candidates in the selection process.

Feedback, be it negative or positive for the candidate himself, and the way in which corporate departments in charge of recruitment present it to candidates, are important segments that build corporate branding.

Here are some simple suggestions for how organizations can minimize the negatives for candidates who don't get hired, and even improve their reputation with a thoughtful feedback process.

Communication plan for candidates who are not selected for the job offer

In any selection procedure and in any size of the base of applied candidates, 98% are those who will not be selected for a position after applying. The number of rejections as well as disappointed candidates only increases if the company is of a certain reputation and carries the stigma of popularity, because the pool of applied candidates will also be larger. The very thought that the vast majority of those who have touch points with your organization will not hear what they want and therefore develop a negative impression of your company is not pleasant. Companies can turn this situation into a positive spectrum by preparing a communication plan with timely responses, respect for knowledge and adequate evaluation of the intelligence of job applicants. Establishing a communication plan with each job applicant will help the perception of the company because any candidate whose decision is well elaborated, while respecting his experience and talent, can more easily tolerate a negative outcome.

Be responsible and honest

The best thing a company can do in communication with candidates is very simple - quick, honest and direct communication of the outcome. Companies create unnecessary harm if they avoid communication with candidates and make it difficult to communicate concrete results, especially if candidates have gone through long tests and several selection rounds. The worst stories come from candidates who have not received any feedback even at their own insistence on feedback. The smallest sign of respect for any candidate who applies for a job ad is feedback.

Upgrade of the application and selection process

Companies go to great lengths to ensure a positive customer experience with their products, whether it's user-friendly website navigation or quick responses to customer questions or complaints. We must also view job applicants as potential or current customers whose job application experience can also enhance (or detract from) the company's reputation. Clearly defined criteria for getting a job, employment benefits, ease of application and speed of selection make a big difference in the perception of the company by potential talents.

VIP treatment for finalists of the selection

Candidates who make it to the final round and who are currently not employed due to some aggravating circumstances, but generally have the most affinity and potential for filling some future roles in the company, deserve even more personal and personalized treatment.

For example, one company gave gift vouchers for shopping to all its final candidates, thus recognizing the value of talent and the time that talent provided for all rounds of interviews.