One of candidates’ biggest pet peeves is not knowing their application status. The hard truth is that they would rather be rejected than ghosted. Leaving candidates in the dark can also have a negative impact on both your consumer and employer brands. Candidates who have a bad candidate experience tend to take their business elsewhere.
The beauty of HR technology is that you can automate and personalize these responses so that candidates can feel in the know despite the uncertainty of a job application. Advise candidates of the different stages in your recruiting process from the start to set expectations from the get-go. Then make sure that you communicate throughout. Not just if candidates haven’t been successful, but if there are delays or recruiting has been put on hold too.
Candidates are asking for interview feedback so give it to them. If you don’t have the resources to do so for each individual, you could create personalized but automated interview feedback emails. That way candidates are kept in the loop without burdening recruiters.
You could even go one step further!
- In Australia, L’Oréal brand, Kiehl’s, sends vouchers to candidates rejected after the interview process to say: “We appreciate you taking the time to come and meet us. Thank you.”
- Baloise does something similar, sending “So Sorry!” chocolates to unsuccessful candidates.
This type of initiative can not only help protect your employer and consumer brands but actually boost perceptions and desirability.