How to improve the experience of the recruitment interview process and reduce the interview no-show rate of candidates

1. Job attraction: When job recruitment information is released, we definitely hope that target candidates will be interested in it. This requires us to do a lot of work, not just recruiting job information, but also employer branding, publishing channels, etc.

Job attraction is the first point of contact between a candidate and a company. Even if he doesn't apply for a job, these interactions can still give him a certain understanding of the value of the company and the job opportunities it offers, and leave an impression in his mind - maybe he is your potential future candidate.

When attracting candidates' attention to recruitment job information, you need to consider the following questions:

(1) Have we accurately evaluated the effectiveness of our channels and information? Sexuality?

(2) If we have done this, what information can hit the candidate’s target? And what information cannot?

(3) In addition to applying for a job, are there other Are there other ways to interact with candidates?

(4) Are the resources we use to attract target candidates used in the right place?

(5) During the attraction process, Where do candidates leave? What causes them to leave?

(6) If you have tried social recruiting, how do you respond to candidates’ interactions with you?

< p>2. Job intention: After making a lot of efforts to attract candidates, some candidates will submit their resumes and enter your ATS system; some will pay attention to your company and join your talent network; and some will even To become your customer, you can contact them via email or text message.

For candidates, these communications can set you apart from other employers. But if you don't take it seriously, your messages can also end up in spam. Therefore, when interacting with these candidates, it is necessary to ensure timeliness and pertinence.

When candidates who are interested in you are targeted, the following questions are what you need to consider:

(1) Do you currently have candidates by discipline, geographical location or qualifications? , classify your current candidate contacts?

(2) When emailing these candidates, do you send a general email with all position information, or do you send emails based on their relevance? Targeted recruitment job information?

(3) Will you send candidates non-job-related emails? Such as corporate culture, videos, interesting blog articles and dynamic information, etc.

(4) Among the messages you send to candidates, which ones get the best response rate? Or are most of them ignored?

3. Job survey: in Before candidates apply for a job, they often like to research what your company is like and what it would be like to work there. They will log into your company’s official website. Therefore, to improve the candidate experience, it is very important to build a recruitment job page on the official website. It can clarify the misinformation from the outside world and provide an excellent platform for promoting and selling your value proposition.

When candidates begin to learn more about your company, you need to consider the following questions:

(1) Is your recruitment job page friendly to search engines and mobile phones? What?

(2) Do you have targeted content and landing pages for specific candidates? (such as main occupations/departments within the company, campus recruitment efforts, etc.)

(3) On the recruitment job page, is it convenient for candidates to find relevant recruitment job information? Is there a job search function module in the recruitment job page?

(4) Candidates access the recruitment job page through external resources. Are there evaluation indicators for source sites visited by external parties?

4. Interview process: When entering the interview stage, candidate experience becomes increasingly important. Just like falling in love, both parties are expressing their affection for each other. Even if the relationship is not close in the end, they still hope to become friends and receive positive comments. Here, the candidate experience is more affected by the interaction during the interview, as well as the feedback and tracking after the interview. Of course, it’s also important to provide a clear interview process.

During the candidate’s interview process, you need to consider the following questions:

(1) Have you stated the interview steps and time clearly enough to the candidate?< /p>

(2) Is there a place for it to be displayed on the official website?

If a candidate encounters the following situations during the interview, the chance of rejecting the interview is higher:

(1) Ask straight to the point about salary, benefits and subsidies;

(2) Care about commuting time and whether there is overtime;

(3) Pay attention to the invited time Hemming and hawing, with an unclear attitude;

(4) Directly requesting a JD to be sent to the email saying that it needs to be considered;

(5) During the phone interview, the professional ability is acceptable, but the mind is absent. .

So how to improve the recruitment experience? We have summarized tips for improving candidate experience.

1. Impress the candidate with sincerity during telephone communication

1. Inform the candidate of the company name at an appropriate speaking speed. Especially when CC is given to a candidate, when the industry span is large, the candidate can clearly know which company they are favored by.

2. Clearly inform candidates of the position they are applying for. Usually candidates submit more resumes during the job search stage, and the difference between positions may not be big. Many candidates will not remember which company they submitted to which position. If asked and the candidate forgets, both parties will be embarrassed. .

3. Spend a little time introducing the company/position to the candidate. Judging from the author's many years of recruitment experience, most candidates do not know the situation of the delivery company/position when applying for a job, so they spend a little time introducing the candidates on the phone, emphasizing the company's advantages, industry status, relevant benefits, etc. , help candidates become interested in the company/position and increase the chance of being invited for an interview.

4. Confirm the work location with the candidate and ask about commuting conditions. Candidates often do not pay too much attention to location information when submitting their resumes (the author has met someone who lives in Jinshan and submitted for a position in Zhabei). If the candidate clearly states that he has paid attention to this when submitting his resume, the candidate will be directly asked about his approximate commute. time to determine the candidate's intention (those traveling for more than 3 hours need to be carefully considered). If the candidate expresses no interest, the candidate will be asked whether he or she intends to continue applying for the position.

2. Use warm formal communication channels for email communication

1. A warm opening statement shows a thirsty attitude. The opening sentence of the email can be a very warm greeting, such as "I am very happy to communicate with you just now. It took up your precious time, but your professional ability left a deep impression on me" etc. instead of "Hello , the attachment is our company’s introduction and recruitment position requirements, please check it”, there is not even a polite “thank you”.

2. Make full use of email information to strengthen company/position introduction. Even though a preliminary introduction was made to the candidate during the phone call, the impression was not deep enough. In the email, you can introduce the company/position again, allowing the candidate to think more calmly about whether it meets his job search expectations. If possible, you can create a recruitment flyer and insert it into the email, which is more vivid than a simple text introduction.

3. Provide key reminders on interview invitation information. The interview invitation information mainly includes: interview time, interview location, interview contact person & contact information, surrounding transportation reference routes & map indications, etc. For candidates, there are indeed many emergencies when applying for jobs, so it is very important to be able to get in touch with the interview contact in a timely manner. The surrounding transportation reference routes better allow candidates to arrange time and routes in advance, and even have a preliminary understanding of future commuting time.

3. Use recruitment software skillfully to monitor the risk of no-shows

With the rapid development of technology, in the field of human resources, we will increasingly use some recruitment software to improve recruitment efficiency. , reducing recruitment costs, recruitment automation has become an important development trend in the field of human resources.

So how do we use recruitment software to determine whether a candidate will miss an appointment? There are many recruitment software on the market now, such as Youzhao. The Youzhao product includes an onboarding management function. In this function, HR can send relevant information such as company profile, corporate culture, department structure, work tasks, pre-employment procedures, etc. to candidates in advance.

At the same time, you can also send some simple work tasks to candidates. If the candidate fails to complete the task within the specified date or keeps shirking it, it indicates that the candidate has a higher risk of defaulting on the appointment. For this type of candidate, HR needs to pay attention and find the next candidate in advance.

Through recruitment software, we can monitor to a certain extent the risk of candidates and potential employees failing their appointments, thereby optimizing the onboarding process and accelerating the recovery of recruitment investment.

Little Zhao said:

Recruitment experience is becoming more and more important in recruitment work. It is directly related to the company's employer brand and the effectiveness of recruitment work. In order to improve the candidate experience, HR should not only pay attention to the interview process, but also pay attention to all aspects of the recruitment workflow.