How to Manage a Candidate’s Application & Interview Experience During Difficult Times
COVID-19 has changed the way that companies are operating, and this includes how they attract, interview, and onboard candidates.
While some companies have had to lay off a majority of their staff, others have found themselves hiring more employees than ever before. Candidates are also dealing with diverse challenges. Some have just lost their jobs, others are seeking stability due to the threat of upcoming layoffs, and others have found themselves suddenly competing in a saturated market that looked very different just months ago.
If you’re hiring right now, here are three top things you need to consider to help manage the candidate experience during this difficult time (and increase the chances that they’ll come to work for you, and not your competition).
1. Make it easy.
Make everything as easy as possible. Candidates may be thrown off by new application processes, video interviews with new software, and more. You can ease some of that burden by creating instructional assets (video or step-by-step documents), sending detailed interview information (including how to use the software, general dress code and what to expect), and adjusting the interview process as needed to minimize anxiety and unnecessary work. For example, if your hiring has increased recently and you see that many candidates have the same questions, consider adding a FAQ to your careers page.
2. Increase your communication.
You might be busier than ever right now, but increasing your communication and transparency will be key to enhancing the candidate experience. You will want to let candidates know how COVID-19 is impacting your business and your hiring process. Be clear with your timelines—some companies are hiring faster while others are more slowly—and let them know if there is potential for changes along the way. Where you can, be transparent with candidates about where you are in the process, which may include how many people you are interviewing, when to expect the next communication, and what the future onboarding process will look like if they are the chosen candidate.
Tip: Partner with your Marketing department to leverage messaging that has been created around how your company is dealing with the pandemic.
3. Lead with empathy.
Right now is a tough time for everyone, and searching for a job can add to the stress and anxiety that most people are feeling. Embrace the fact that we are all human, and we are all going through a pandemic together. Take time during the process to consider what it would be like to be in another person’s shoes right now, and give them the benefit of the doubt. Did you have a front runner that suddenly fell off your radar? Reach out to them before writing them off. Did a candidate show up a few minutes late for an online interview because they were putting their kids down for a nap? Consider what it might be like to be a single parent looking for a job right now and let them know you understand.
Whether you’re looking for a job right now or hiring for your company, know that we will all continue to face new challenges as we adjust to our new normal and find out what life and work will look like in the future. If you can make someone’s experience a bit easier, you’ve done a good job.