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How to Use Candidate Experience to Build Lasting Relationships


How to Use Candidate Experience to Build Relationships - GreenJobInterview

How do your candidates feel about their experience applying to and interviewing for a position at your company?

If you don’t know, then you should take a step back and reexamine how your candidate experience is affecting not only the number of applications you receive but your job acceptance rates and how many job seekers you keep in contact with after the position is filled.

Here are a few things you can easily do to improve candidate experience for one purpose – to build better, longer lasting relationships with job applicants.

How You Can Improve Candidate Experience

1. Connect with them before and after the Interview. According to RecruitingDaily, only 38% of candidates actually received information about their interview ahead of time, other than date and time. Think of an interview from the candidate’s point of view – wouldn’t you want to know more? Communicating with your candidates before and after an interview, even just via email, makes a huge difference in their interview experience, and that newly established line of communication makes it easier to keep in touch later on. Don’t leave them hanging! RecruitingDaily also stated that only 13% of candidates (if contacted at all) were encouraged to apply again after learning they were not selected. You should encourage every candidate to apply again if you have any hope of building a relationship with them. Plus, better communication improves your employer brand and affects the potential profit of your company!

2. Personalize the process. Candidates don’t want to work for robots. An article by RecruiterBox stated that 52% of candidates felt that they weren’t treated like an individual during the interview process. You can change that! By personalizing recruiting communications with your company’s branding, the candidate’s name and a little information about their background, you’ve already set the stage for a relationship. To make the process even more personal, recorded interviews give the candidate the ability to share their personality and experience via video before meeting a hiring manager one-on-one, and hiring managers or recruiters can communicate with candidates through introductory videos, whether they are corporate videos or personal messages.

 3. Seek feedback. Thanks to widespread social media use and the internet in general, it’s not hard to get people to say what they’re thinking. Connect with candidates after an interview to solicit their feedback on the process, whether you hired them or not. Keep it personal – connect with them yourself to establish a relationship and use their honest feedback to tweak your recruiting process and make the candidate experience even better for the next round of applicants.

How to Build Relationships with Candidates

The current job market is all about building and maintaining relationships. It’s the foundation on which LinkedIn was built. Use it to your advantage.

If you follow the steps above to improve candidate experience and keep open communication with current, past and future candidates, you’ve got a pocket full of grade-A contacts ready for the next opportunity. Who better to apply for your next open position than the candidate that you almost hired last time? Keep in touch with great applicants and invite them back. It’s a win-win situation for you and the candidate if they are still looking for a new position.



Holly Wade is the Marketing Manager at GreenJobInterview. She comes from the technology world with a background in marketing and public relations, where she specialized in content management, brand development and social media. Connect with Holly via LinkedIn: