How 5 Top Companies Think About Candidate Experience

Posted by Brooke Torres on Mar 9, 2016 10:16:00 AM

Talla-Advice-for-Improving-Candidate-Experience.jpg

More than ever before, companies that provide a bad candidate experience are taking a hit with the size of their available talent pools.

It’s not just that it’s easier to find out what it’s like to interview with and work at a company. Candidate expectations of the process are higher, too. They expect a quick, transparent process. Game-playing, disorganization and unresponsiveness don’t just lose the talent you want now, it also harms your network and brand down the line.

These five companies, however, are crushing it, so we wanted to share with you what they’re doing so well. From running a tight organizational ship, to going above and beyond when they fly someone in, these strategies are something every team should hear about. And if you like these, you can check out the rest of our free ebook below.

You might not be able to pay the most, but you can treat people the best.

"Every candidate should want to work for you. Every candidate should want their job, and that’s the experience. From the minute they walk in the door, they should see an environment they want to work in. That’s become critical in the war for talent. You may not be at a company that can afford to pay the most, but you can tell a story about growth." -Chris Essler, VP of Sales, Datto

Run the day well—or let the candidates run from you.

"During interviews, you should be getting them water, making sure the interviews are running on time, giving them a tour of the office. You have to manage that day, and be able to greet them. I make sure I walk them out. I give feedback in a timely manner on whether or not we’re moving forward—I try to keep it to 24-48 hours if I can.” -Lindsay Holmes, Recruiting Manager, Spring

Speaking of prompt decision making, here's (part of) what candidates love about Airbnb.

“It’s no longer tolerable for Airbnb’s interviewers to postpone candidate reviews until weeks after the person interviews. Well-thought-out decisions within two or three days are mandated. A cheery tone helps, too. Airbnb now pairs each candidate with a recruiting coordinator: a well-paid, amiable staffer who ensures that the small moments go well, such as e-mail heads-up about parking directions. ” –George Anders

Show you understand that this isn't just a job swap, it's a life decision.

“Squarespace encourages candidates to really experience and immerse themselves in the activities and culture of NYC. Instead of flying the candidate in and out within a 24-hour timeframe for an interview, Squarespace invites potential hires for a long weekend in New York, complete with a stay in one of the city’s best hotels and Squarespace curated places and events,” -Joris Luijke, VP of People, Squarespace

Be helpful to the candidates you don't hire, too.

“I think people source for their openings only, and that's a problem. But I know that every person I connect to, that person is going to refer me to someone. With the candidate base you’re working with, regardless if they want to come work at your company, if you’re in a conversation with them, is there any way you can help them?” –Michael Burns, Founder, MickTec

 

Want more? Get the rest here:

Download Now: How to Revolutionize Your Hiring Strategy in 2016

Featured image courtesy of Robin Yang, Unsplash

 

Topics: Recruiting