The Dos and Don'ts of Candidate Follow-Up
Hiring the right candidate for a job is not an easy task. The recruitment process involves various stages, from posting a job opening to conducting interviews and making a final decision. However, one important aspect of the recruitment process that is often overlooked is candidate follow-up. Following up with candidates is crucial to ensure that the recruitment process goes smoothly and the candidate feels valued. In this article, we will share some best practices for staying in touch with candidates throughout the recruitment process and following up after interviews.
Dos of Candidate Follow-Up
Do Keep Candidates Informed
It is important to keep candidates informed about the status of their application. If a candidate is not selected for the job, they should be informed promptly. Candidates appreciate honesty and transparency, and they will remember your organisation for treating them with respect. Keeping candidates informed also helps in building a positive employer brand.
Do Personalise Your Communications
Personalising your communication with candidates shows that you value their time and effort. Use the candidate's name while communicating with them, and reference their qualifications and experience. Personalising your communication also helps in creating a positive candidate experience.
Do Follow-up After Interviews
Following up after an interview is a great way to show candidates that you are interested in them. A quick email or phone call thanking them for their time and reiterating your interest in them can go a long way in building a positive relationship with the candidate. It also gives you an opportunity to address any concerns the candidate may have.
Do Provide Feedback
Providing feedback to candidates after an interview helps them improve their interviewing skills. It also shows that you care about their career development. Feedback can be given in the form of an email or a phone call. Feedback should be constructive and specific, highlighting the candidate's strengths and areas for improvement.
Don'ts of Candidate Follow-Up
Don't Over-Communicate
While it is important to keep candidates informed, over-communicating can be annoying and may drive away good candidates. It is important to strike a balance between keeping candidates informed and not bombarding them with communication.
Don't Make False Promises
It is important to be honest with candidates about the job requirements and the hiring process. Making false promises can damage your organisation's reputation and can cause candidates to lose trust in you. Be transparent about the job requirements, salary, benefits, and the timeline for the recruitment process.
Don't Delay in Follow-Up
Delaying in follow-up can make candidates feel undervalued and may lead to them accepting offers from other organisations. It is important to follow-up promptly after an interview and keep candidates informed about the status of their application.
Don't Be Rude or Impersonal
Impersonal or rude communication can create a negative candidate experience and can damage your organisation's reputation. Use professional language and be polite while communicating with candidates. Remember, candidates are evaluating you as much as you are evaluating them.
Conclusion
Candidate follow-up is an important aspect of the recruitment process that should not be overlooked. By following the dos and don'ts of candidate follow-up, you can create a positive candidate experience and build a positive employer brand. Remember to keep candidates informed, personalise your communication, provide feedback, and follow-up promptly after an interview. Avoid over-communication, false promises, delays in follow-up, and rude or impersonal communication.
FAQs
What should be included in a follow-up email after an interview?
A follow-up email after an interview should thank the candidate for their time, reiterate your interest in them, and provide information about the next steps in the recruitment process.How often should I follow-up with candidates during the recruitment process?
The frequency of follow-up depends on the stage of the recruitment process. During the initial stages, you may follow-up once every few days or a week. However, after an interview, you should follow-up promptly and keep the candidate informed about the status of their application.Is it necessary to provide feedback to candidates after an interview?
Providing feedback to candidates after an interview is not mandatory, but it is a good practice. Feedback helps candidates improve their interviewing skills and shows that you care about their career development.How can I personalise my communication with candidates?
You can personalise your communication with candidates by using their name, referencing their qualifications and experience, and highlighting why they are a good fit for the job.What should I do if a candidate is not selected for the job?
If a candidate is not selected for the job, you should inform them promptly and provide feedback if possible. You should also thank them for their time and express your appreciation for their interest in the job.
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