With the election coming up in less than a month, there’s a lot of talk about the two leading candidates. People are weighing the pros and cons of each candidate - it’s always exciting to get into the final few days of an election, because you know that soon, one of the two leading candidates will become president.
In many hiring scenarios, the process is similar to an election in that it often comes down to two final candidates. They might be similar in many ways – education, experience, and more – but there are key differences as well.
Since both are equally qualified and well-liked by the hiring mangers up until the final interview, it makes sense to treat both candidates equally well, doesn’t it? Unfortunately, not every company seems to follow this practice and this could result in a poor candidate experience.
Do’s and Don’ts For a Positive Candidate Experience Days Before the “Election”
Do value their time: Depending on the level of the position and type of company, many candidates interview with several employees, returning to the company’s offices over and over again. It can be extremely difficult to fit these interviews in, especially if the candidate is juggling job-hunting with their current position or temp work.
DON’T leave them hanging: When a candidate makes it to the final round of interviews, they have a pretty good reason to start feeling hopeful about getting the job. They may start to feel nervous, excited, and anxious to hear back from the company about whether or not they were selected. Be up front about the deadline for getting back to them and adhere to it.
DO follow up with feedback: Nothing is worse than a tersely worded email that says a candidate didn’t get the job, except maybe not hearing at all. If this person was so heavily considered that they made it to the final round, it just makes sense to end the interview process on a good note in case they may be a good match for future openings. It can save time in the long run if you’ve already vetted a candidate. Let the candidate know how much you enjoyed meeting them, and if possible, reasons they were not selected and if they could be considered for future opportunities.
DON’T create unnecessary work for the candidate: While it’s nice to have to the candidate meet several team members, it can be irritating to answer the same 5 questions over and over. The candidate should not have to explain their background multiple times. If you’re having them meet the team, you should brief your team on who they are and why they are important. Don’t waste the candidates time by having a group of ill-prepared colleagues interview them.
The bottom line is, every job candidate should be treated with respect resulting in a positive candidate experience with your company. You can listen to what they have to say and choose who you want, but both deserve your full attention.