Leave Unsuccessful Candidates with a Good Impression!

Benefits of Candidates having a Good Impression of your Company
After you have interviewed a strong shortlist of potential candidates for a position within your organisation, you are only able to offer one of them the position within your company. So how do you ensure a positive impression for all the unsuccessful candidates who were being considered, once the position has been filled?

The professional manner is to thank all your candidates for applying (particularly those who reached the final interview stage) and provide them with constructive feedback as soon as you have decided they are not right for the role. Keeping them waiting, or not notifying them at all reflects badly on you personally and your organisation, and there’s a chance it may put them and others off wanting to apply for future roles within your company.

Avoid Negative Press on Social Networking Sites and Industry Blogs about your Company
Your reputation as an employer of choice can be easily tarnished by negative comments posted on a blog or social networking site by candidates that feel aggrieved at not receiving adequate feedback following their interview and could put off other people applying for future roles within your company.

Timely Interview Feedback is a Must
In comparison, interview feedback can be used as positive employer/company branding as this will allow your company to build on their name’s reputation by leaving candidates certain they are valued and that they will be kept in mind for future job opportunities.

5 step guide to leaving candidates with a good impression of you and your organisation

  1. When you have interviewed a candidate and know they’re not right for the role, let them know as soon as possible and don’t keep them waiting because you dread making the rejection phone call.
  2. When you have interviewed a candidate and think they’re good for the role but have other interviews to conduct, contact them and let them know they’re still being considered. If candidates haven’t heard from you they might accept a job offer elsewhere.
  3. Keep all of your candidates updated on your interview process i.e. when each round will take place and how many rounds there will be etc.
  4. When you have made your decision and offered the position to your chosen candidate/s, once the successful candidate has formally accepted the role inform the other candidates that they have been unsuccessful as it is bad practice to wait until the successful candidate starts the job.
  5. If additional feedback is requested from unsuccessful candidates then you should provide it, be constructive in your criticism and if you thought they performed well then you should tell them.

The rejected candidate could have future power / influence over your company?
The rejected candidate is likely to be associated with your industry and may in the future move into a position of power e.g. could become your boss in the future or be a decision maker / influencer on high value bids that your company is trying to secure. If this person feels your company or you have acted unprofessionally this could be difficult for you personally and costly in terms of lost business for your company in the future.

Remember, negative impressions last a lot longer than positive ones.
It only takes a few minutes to treat someone fairly. We are a Consultancy that speak to hundreds of candidates about new roles continually, it never ceases to surprise and disappoint us how often a candidate will turn down the opportunity to even interview with a company because they have “heard bad things” about them and how they treat people. This means that the company is losing the opportunity to hire the best people in the market, because of reputational damage.

If you have any questions regarding this article or require further information about our Sales Consultancy Practice, please call us on 0844 2577 888.

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Posted in Interview Information for Management

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