How does HunterStar Intelligence’s AI recruitment system follow up on candidates after interviews?

The full text is about 1,700 words, and the estimated reading time is about 5 minutes. Following up with every candidate who applies to your company after the interview is a critical part of your recruitment process, even whether you decide to hire them or not. But what makes this such a critical step in the process? We’ve been studying how following up with candidates after the interview (and throughout the process) impacts hiring. What is candidate follow-up? Candidate follow-up simply means staying in touch with them during the interview process. Candidate follow-up begins before the interview, usually around the same time as setting up the interview time, responding to any questions about the company, the position, or notifying them whether they were hired. It may not end after the interview. Here are five reasons why candidate follow-up is crucial, especially after the interview. 1 Candidate follow-up after the interview When applying for a job, the worst feeling a candidate has is the uncertainty that comes with applying for a job, and not hearing any news or responses from the company, hiring managers, or recruiters. We believe that perfect recruitment should be completely transparent with candidates, allowing them to see the specific stage of the interview, and informing them of the company's final decision as soon as possible. Once the company's final decision is known, we keep them in a closed loop. Our advice is to never make candidates wait needlessly. - Some companies are even adding more interview sessions to their typical processes to make up for the lack of face-to-face conversations. This makes it even more important to close the loop and contact candidates immediately after deciding whether they are a good fit. In a good interview, the ideal situation is for the candidate to know on the spot whether they are being considered. Although this is very cruel and loss of face for the unsuccessful candidate, it helps to provide transparency and clarity to the process. , and improve the candidate’s follow-up experience to avoid unnecessary waste of time on both sides. 2. Respect for Candidates The interview process can be stressful and time-consuming, and it’s safe to assume that today’s candidates spend at least an hour perfecting their resume for every important resume submission. Even if the post-interview response is automated, it's a good idea to send at least a follow-up email so the candidate has reliable and precise information. While a personalized response to each candidate would be ideal, we understand that sometimes this may not be possible. According to the report, only 2% of Fortune 500 companies "proactively communicate their status to candidates throughout the (recruitment) process." While we may not have the energy to respond to hundreds of applications, we should still try to create a positive candidate experience. You can employ an applicant tracking system that has the option to send automated responses ranging from "Not a fit" to "This position has been filled, but we are placing your resume in our talent pool for future collaborations." These are clear Your post-interview follow-up behavior can show that your company respects the applicant's time and effort. It fully demonstrates that employer brand reputation is an important part of the company's brand, and the comments you leave on the recruitment website profile about the interview process help shape the company's brand image. To ensure you get positive feedback from candidates, be sure to do your homework on the details of your interview. Training hiring managers on how to conduct a successful interview? We believe that you should prepare questions on time and review the candidate's resume before meeting with them to understand the candidate's general situation and have a targeted conversation. You can also provide water and food to the candidate. While these may seem like small, inadvertent gestures, they will create a positive experience for the candidate and make it memorable. 4 Candidates Can Speak In this increasingly transparent world, candidates will share their experiences during interviews at some companies, and may share them on websites such as Kanzhun.com and Maimai. Reveals can occur at every step of the interview process, including your candidate follow-up. If you expect candidates to leave good reviews, make sure the reviews at every stage of the recruitment process have a positive impact on the company. 5. Attract Better Talent Candidates are likely to visit your company homepage while browsing job sites. According to the survey, nearly three-quarters (74%) of users read at least 4 reviews before forming an opinion about a company. Interview feedback sessions can say a lot about your brand as a whole: if the review is a positive experience, it will encourage the candidate to submit their resume and interview. If the interview feedback is negative, it will become a red flag for job seekers and will have a negative dissuasive effect on resume submission and interviews.

Four in five (79%) users also said they would view an employer as more trustworthy if it was active on a job site (e.g. responding to comments, updating their profile, sharing updates about culture and work environment, etc.) If you write a letter, you will be more willing to pay attention to the positions posted by the company, or submit your resume.