Treat your candidates like you would your best customer Header

Treat your candidates like you would your best customer

In Southeast Asians candidate short market, the old saying of treating candidates like your customers has never been truer. A companies recruitment process and the way it treats the candidates who interview with them can be critical in attracting the top talent in the market. Treating everybody with the respect they deserve and going that extra mile to make a candidate feel welcome will improve the overall quality of the people they hire.

It still manages to surprise me how often I hear of companies postponing interviews multiple times, usually with the excuse “something important came up”. The message this sends to candidates is the company doesn’t feel their interview was important. Is this really a message a company wants to send out to the candidate market? I have also received feedback on candidates being kept waiting for over an hour by companies. Can you imagine what the candidate is thinking?

“If this is how they treat me at an interview how bad will they treat me if I get the job?”

“I can’t believe how rude they are. Should I just walk out?”

“If they offer me this job they will really have to offer me a lot of money”

“I will never work for this company!”

In a candidate short market, are these the messages you want to send out to the market? Having candidates leave an interview with a negative impression of a company will seriously effect a company’s ability to secure top talent. A successful recruitment process is one that creates a sense of desire and excitement in every person that is interviewed. If your recruitment process is successful,  your candidates should  be disappointed if they didn’t secure the position and over the moon if they did.

Aside from the advantage of helping a company to attract the best talent in the market, the treatment of candidates will also have an effect on the bottom line. Monroe Consulting Indonesia analysed a selection of placements last year and noticed companies who had the shorter recruitment process, with the fewest problems, were able to secure candidates at far lower salaries. There was a direct correlation between the length of the recruitment process and the candidates salary expectations. Basically, the longer a company takes to process an candidate the more stubborn they will become with their salary demands.

Some things to consider when you interview a candidate are:

Be punctual and try to avoid postponing interviews that have already been confirmed

Don’t forget to sell your company (career opportunities, training, working environment)

Treat your candidate like a consultant and not a vendor. If you treat the person as a knowledgeable consultant and expert in his or her field, the conversation is more open, more honest, more relevant, and more accurate.

Thank candidates for their time. It’s just as valuable as yours.

Provide constructive feedback to candidates in a timely manner.

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