In the hiring process, the majority of companies focus on three tasks: searching for talent, interviewing applicants, and hiring the perfect fit for their business. Commonly left out, though, is providing timely and detailed feedback to all candidates, regardless of whether they’re hired.

Communication with applicants often stalls after the interview is complete. This leaves interviewees feeling unsure of their status. This discomfort or uncertainty can result in applicants pursuing other job offers. Even once a hiring decision is made, many companies do not follow up adequately with rejected candidates. Receiving only a generic email or quick phone call to let applicants know they didn’t get the job can cause frustration or confusion about why. In short, a lack of feedback is a lack of communication, and it’s a missed opportunity for companies.

Read on to learn the 3 ways to connect to diverse talent through providing feedback!

Why Improving Your Communication Process is Beneficial for Your Organization

Offering personalized feedback shows value to candidates for their time and effort to apply. It reduces the chance of miscommunication and keeps applicants actively engaged in the hiring process. Even interviewees who are turned down for jobs are more likely to report a positive interview experience if they receive useful feedback. Further, the chance of applicants applying again quadruples when they are simply given feedback following their application and interview. Companies that prioritize providing constructive feedback to all applicants are viewed more positively by candidates, which strengthens a company’s employer brand organically.

Best Practices for Solving the Problem

#1 Get specific when writing feedback.

Clarity is what distinguishes good feedback from poor feedback. When following up with candidates post-interview, offer clear and specific notes about what they did well and what they can improve on.

If an applicant did not get the job, let them know why. Although at times it can feel awkward sharing detailed feedback, job-seekers will appreciate knowing how they can improve.

Applicants are significantly more likely to come away from the interview process with a positive experience after receiving specific feedback.

#2 Be considerate.

When sharing feedback, prioritize telling the truth in the kindest way possible.

If a candidate was not hired because of a lack of interpersonal skills, for example, then do not shy away from letting them know. However, a flat “You’re not friendly enough” would hurt more than help! Instead, frame feedback as a constructive statement, such as, “We’re looking for someone who connects with people quickly and easily, and although you have great potential, we noticed that you don’t make a lot of eye contact during conversation.”

Stay truthful, stay genuine, but be considerate.

#3 When appropriate, give action steps for improvement.

Not all applicants desire action steps, but for those who seem interested, provide ways to improve so that they’ll be better qualified for the job in the future. Suggesting classes to take, certifications to seek, or workshops to participate in might be a great place to start. When you offer specific action steps for improvement, candidates who want to grow will greatly benefit from their interview experience with you. This reflects positively on your company as a whole!

In order to create an inclusive and diverse workplace, it’s essential that you create opportunities with a considerate feedback process. Regularly auditing your processes will help you attract the top diverse talent that you seek. Our guide, “Connecting to Diverse Talent: Providing Feedback”, will walk you through the process of how to do just that. It’s easy to do, and you can get started today! So what are you waiting for? Download our Guide today! Happy recruiting!

Poor communication leaves applicants uncomfortable, confused, or dissatisfied – three characteristics that companies are not trying to cultivate! Unfortunately, many companies unknowingly deter job-seekers with their subpar communication. Communication flaws that applicants often cite include not hearing back from interviewers in a timely manner; not receiving frequent status updates; and not knowing what steps will follow in the interview process. Many job-seekers who do not receive adequate communication will abandon or withdraw their application. With the number of applications that many companies receive weekly or even daily, it can feel impossible to communicate with each person.

However, attracting talented job-seekers requires prompt and intentional communication during the hiring process.

Read on to learn the 3 ways to connect to diverse talent through communication!

Why Improving Your Communication Process is Beneficial for Your Organization

The first and most obvious benefit of good communication with applicants is retention! Applicants are more likely to stay for each stage of the hiring process if they are receiving information at every advancement. When job-seekers experience good communication throughout the hiring process, they can trust that, once hired, their experience in the company will include good communication. In addition, timely follow-up leaves applicants with a positive impression of the company’s employer brand, regardless of whether they’re hired. Leaving the hiring process with a positive experience makes candidates more likely to apply again in the future or even refer a friend, which aids in the search for talented and diverse applicants.

Best Practices for Solving the Problem

#1 Establish a set communication process that applies to every applicant.

The best way to be sure no applicant “falls through the cracks” is by setting up a communication process that applies to every candidate.

From initial contact after a candidate’s application submission to follow-ups to schedule interviews, select a specific person to handle each stage of communication during the hiring process.

Each stage can be tied to an email, a phone call, or an in-person conversation. But the main goal is to ensure that job-seekers always feel acknowledged and comfortable during the application process, whether they are hired or not.

#2 Automate communication when acceptable.

Automation can be a big help with the application process. Automatic emails that send notices when documents are received, for example, can save valuable time for interviewers.

A tracking system can also be beneficial during the hiring process, so interviewers can easily see a record of all communication with job-seekers. However, be careful not to automate items that should be personal. Candidates know when they’re receiving personal communication versus a generic message.

Unique, personalized emails, phone calls, texts, etc., can build trust with applicants as well as strengthen your employer brand.

#3 Provide a resource to candidates for questions and concerns during the interview process.

Sometimes applicants need someone to talk to! If they get stuck in a process of automation or can’t get in touch with a company representative promptly, they’re likely to drop out of the interview process. To remedy this, make sure that applicants in your interview process know the correct person to contact if they have questions or concerns. Having an available resource for communication can assist greatly with applicant retention!

In order to create an inclusive and diverse workplace, it’s essential that you create opportunities with a considerate feedback process. Regularly auditing your processes will help you attract the top diverse talent that you seek. Our guide, “Connecting to Diverse Talent: Communication”, will walk you through the process of how to do just that. It’s easy to do, and you can get started today! So what are you waiting for? Download our Guide today! Happy recruiting!

The interview process can be a challenge for many companies when it comes to connecting with talented, diverse job seekers. The lack of interest from diverse candidates persists even with diversity initiatives in place. After candidates begin the interview process, it can be difficult to motivate them to complete it. It is often a struggle for companies to connect with diverse job seekers, and they are unsure how to better their chances.

Read on to learn the 3 ways to connect to diverse talent during the interview process!

One of the biggest problems in the interview process lies with tradition. Many companies fall into the trap of continuing the typical interview routine – the same habits, requirements, and questions. However, the traditional interview model can alienate diverse candidates. By neglecting to include diverse decision-makers in the interview process, making choices based on whether the candidate “fits” with the rest of the current team, or relying solely on a candidate’s interview skills to make a hire, companies can unknowingly cut off diverse applicants from starting or continuing the interview process.

It is important for companies to break with tradition and create unique interview processes that are consistent with their employer brand as well as welcoming to diverse candidates.

Why Simplifying Your Interview Process is Beneficial for Your Organization

The interview process is a reflection of the company as a whole. A well-developed, diverse interview process demonstrates to both current and potential applicants that the company values diversity. Companies that are willing to redress their interview processes will increase their chances of moving diverse applicants from the application stage to the interview stage.

As a result of more interviews, companies dramatically increase their likelihood of hiring diverse talent out of their interview process. Further, candidates can leave the interview process with a positive impression of the brand, regardless of whether they’re hired.

Best Practices for Solving the Problem

#1 Establish a set interview process that applies to every candidate.

Exceptions and special circumstances that apply to some job-seekers and not others creates a culture in which many diverse candidates begin to feel excluded.

One of the most effective ways to improve your interview process is to create a consistent routine that applies to every single person who comes in for an interview.

For example, if you offer a virtual interview to one candidate, make sure virtual interviews are options for every candidate. Select interview questions beforehand using a diverse set of decision-makers, and stick to those questions.

Let your process be clear, fluid, and uniform in order to give all job-seekers equal opportunity.

#2 Include tasks along with traditional interview discussion.

While traditional interview question-and-answer sessions have some benefits, such as to observe an applicant’s communication skills, there are also shortcomings. Simply discussing a job-seeker’s work experience or expertise can put candidates who are not as well-spoken or charismatic at a disadvantage, even if they are highly qualified for a position.

In order to create more balance and create more opportunity in the interview, try incorporating small tasks into your process. Tasks might include a speed typing test, a role-playing scenario, or a demonstration of a specific skill in a program like Excel or Adobe.

Observing a candidate’s skills at work is an excellent way of understanding an applicant’s true capabilities rather than just their self-presentation.

#3 Incorporate diversity into the interview process.

Selecting one person from your team to conduct interviews and make hires can result in biased hiring at best and exclusion at worst. Instead, try creating interview panels made up of a diverse group of team members. A diverse group of interviewers will communicate to diverse applicants that their unique perspectives are welcomed and appreciated at the company. It will also greatly reduce bias in the hiring process.

In order to create an inclusive and diverse workplace, it’s essential that you create opportunities with a simplified application process. Regularly auditing your processes will help you attract the top diverse talent that you seek. Our guide, “Connecting to Diverse Talent: Application Process”, will walk you through the process of how to do just that. It’s easy to do, and you can get started today! So what are you waiting for? Download our Guide today! Happy recruiting!

For many companies, it can be a struggle to attract talented, diverse job-seekers to apply. Even with diversity initiatives in place, there still seems to be a lack of interest from diverse candidates. It can even be difficult to motivate candidates to complete the application process if they do get started. The struggle to attract diverse job-seekers often confuses companies, and they don’t know how to improve their prospects.

Read on to learn the 3 ways to connect to diverse talent during the application process!

Why Simplifying Your Application Process is Beneficial for Your Organization

A simple, streamlined application process has several benefits: applicants are more likely to complete the process and schedule an interview, the open position is filled faster, and applicants start their hiring process with a positive impression of the company. Since the application process is the gateway to attracting talented job-seekers, a positive application experience is a great way to widen the reach to include more diverse candidates.

Best Practices for Solving the Problem

#1 Make the application process short, simple, and easy to understand.

No matter the candidate, a complex application process can be a deterrent! If your application itself is long and arduous, there’s a good chance that you’re not attracting talented and diverse candidates simply because it’s not convenient to apply.

When given the option between filling out a long and possibly repetitive application versus filling out several short and easy applications, candidates will typically go for the simple ones.

Likewise, if there are too many steps in your application process, or if you don’t make it clear what the application process will entail upfront, you’re unlikely to retain many candidates throughout the entire process.

Streamlining your application process – whether done by hand or automation – to be uncomplicated and simple for job-seekers will go a long way in improving your reach.

#2 Keep communication open.

Once a job-seeker starts the application process, open up the conversation. Neglecting to initiate contact is a missed opportunity to connect to the candidate and keep them around longer.

Be available for questions that come up during the process.

Intentional communication is also a great way to retain applicants. For example, during the application process, if you realize that a candidate would not be a good fit for the role they’re applying for, try redirecting them to another open position that they might excel in. If there are no open roles they’d be suited for, maintain a relationship via LinkedIn or a similar platform.

This is a great way to personalize the application experience as well as retain diverse and talented applicants.

#3 Encourage referrals from current employees.

If attracting diversity is a struggle, your current diverse employees might already know the perfect diverse candidate for your open position. Adding a referral option to your application process would be a great way to attract diverse talent. In order to keep the referrals fair and unbiased, automate the referral process. Your employees are often your best asset when it comes to encouraging others to apply!

In order to create an inclusive and diverse workplace, it’s essential that you create opportunities with a simplified application process. Regularly auditing your processes will help you attract the top diverse talent that you seek. Our guide, “Connecting to Diverse Talent: Application Process”, will walk you through the process of how to do just that. It’s easy to do, and you can get started today! So what are you waiting for? Download our Guide today! Happy recruiting!