Although just about every employer conducts job interviews at some point, not all leaders know how to effectively do so. To help with this, they sometimes employ executive search consultants to coach them on how to find the best candidates. The most important aspect of the hiring process is communication. Here are some ways in which companies can use communication to attain some of their best employees.
Why Communicate with Job Applicants
It is important for employers to keep the lines of communication open with job applicants during the hiring process to let them know their status. While communicating does require time and effort on the employer’s end, studies have shown that it significantly influences how candidates view an organization. Furthermore, it helps to build productive relationships with applicants.
How to Communicate with Applicants
One of the first things executive search consultants advise in the application process is communicating the process to candidates. This means explaining what they should expect, information about the position, and the hiring process itself.
Next, show applicants courtesy and respect as they move through the hiring process. This entails letting them know where they are at every stage of the process. It is not advised to leave applicants unaware of their status. This can result in a negative perception of the company and their work environment.
Lastly, effective communication involves responding in a timely manner that is also easy to understand. Many executive staffing agencies recommend communicating the same way with applicants as you would with your customers. Always stick to your word and return calls when you say you will.
What to Communicate with Applicants
Human resource consultants are aware that there many ways in which businesses can communicate with job applicants. Here are a few ways in which this can be done.
- Send an email confirming the receipt of the applicant’s resume or application. Most hr executive search firms advise doing so within at least one business day after receiving it, if not immediately after.
- Send a notification to applicants letting them know that they were not chosen for the position. Thank them for applying and encourage them to apply for future openings.
- If you are interested in interviewing a job applicant, call or email them to schedule an interview. Provide them with directions to the interview site, time-frame for the interview, and the name of whom they’ll be speaking to.
- Before the interview is over, explain to the candidate when you will follow-up with them by giving a time-frame. Typically, it is custom to contact candidates within three days to a week after the interview.
Talent acquisition can often times be difficult. Luckily, with the help of executive search consultants, it does not have to be. Learn all the ways in which to effectively interview and communicate with candidates so that you acquire the best people for current openings.
