Creating A Positive Candidate Experience For All

Want to know one of the easiest and most impactful shifts you can make to your hiring process to better include many neurodivergent and disabled individuals? Send interview questions ahead of time. Unless you’re hiring for someone who will be doing on-camera media interviews, you don’t need to be assessing someone’s ability to answer questions on the spot under pressure. Getting the questions ahead of time means that everyone gets an equal opportunity to prepare and present their best selves. For many neurodivergent and disabled individuals, having time to process information and formulate responses can significantly reduce anxiety, processing time, and/or cognitive overload and to ensure they are able to give thoughtful responses. It means that you are assessing experience, approach, and expertise; instead of interviewing skills. It’s super easy to implement and you’ll be surprised by the increase in well rated candidates and positive candidate feedback. Some frequently asked questions and concerns I get in response to this recommendation: 〰 What if the role requires quick decision-making and problem-solving under pressure? When it's important to assess these skills, a combined approach can be used. Provide some questions ahead of time to ensure inclusivity and fairness, and include a few spontaneous questions during the interview to gauge on-the-spot thinking. 〰 Won't candidates over-prepare and give rehearsed answers? Preparation allows candidates to present their best selves, which can be more reflective of their true abilities. Interviewers can still ask follow-up questions to probe deeper and ensure authenticity. 〰 Doesn't this give an unfair advantage to those with more preparation time? Providing questions in advance helps level the playing field for neurodivergent and disabled individuals who may need more time to process information. It’s about creating an equitable process that considers diverse needs. You can also let candidates know that this is part of your process so that folks who may need additional time can request it as an accommodation. 〰 How do I do this logistically? Establish a process to send interview questions to all candidates, ensuring each candidate receives them the same amount of time before their interview. Use email scheduling to manage this efficiently. Make the shift. See the difference. It's that simple!

Navigating the employment market in the U.S. can be a daunting task. Despite our efforts in meticulously editing our CVs and tailoring cover letters for prospective jobs, success in the #recruitment process often hinges on 𝐡𝐨𝐰 𝐭𝐡𝐞 𝐩𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐝𝐞𝐬𝐢𝐠𝐧𝐬 𝐭𝐡𝐞 𝐚𝐜𝐭𝐮𝐚𝐥 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭. Having recently undergone a positive recruitment process, I am eager to shine a spotlight on how Elisabeth Cohen of the Climate Action, Sustainability and Resiliency - City and County of Denver executed equitable hiring practices. 𝐒𝐞𝐧𝐝𝐢𝐧𝐠 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 𝐐𝐮𝐞𝐬𝐭𝐢𝐨𝐧𝐬 𝐢𝐧 𝐀𝐝𝐯𝐚𝐧𝐜𝐞: Sending interview questions in advance is a good practice as it allows candidates to prepare thoroughly, fostering more thoughtful and well-structured responses. This approach promotes #fairness, ensuring all candidates have an #EqualOpportunity, while also reducing interview-related stress. 𝐌𝐨𝐭𝐢𝐯𝐚𝐭𝐢𝐨𝐧-𝐁𝐚𝐬𝐞𝐝 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 (MBI): Prioritizing MBI extends beyond evaluating technical skills, offering insights into authentic enthusiasm, passion, and commitment. In certain instances, possessing relevant skills alone may not suffice; individuals overflowing with enthusiasm and passion often contribute to work with equal or greater efficacy. 𝐒𝐤𝐢𝐥𝐥𝐬-𝐅𝐢𝐫𝐬𝐭 𝐀𝐩𝐩𝐫𝐨𝐚𝐜𝐡: By prioritizing 𝘤𝘰𝘮𝘱𝘦𝘵𝘦𝘯𝘤𝘪𝘦𝘴 over traditional markers, CASR paved the way for candidates from diverse backgrounds. 𝐓𝐫𝐚𝐧𝐬𝐟𝐞𝐫𝐚𝐛𝐥𝐞 𝐒𝐤𝐢𝐥𝐥𝐬 𝐀𝐩𝐩𝐫𝐨𝐚𝐜𝐡: From the first screening interview onwards, it became evident that the hiring manager strongly prioritized transferable skills. Recognition of the value of transferable skills speaks volumes about CASR's commitment to assessing candidates beyond traditional qualifications. It's a game-changer that not only acknowledges the wealth of experiences individuals bring from various backgrounds but also enriches the organization with diverse perspectives and capabilities. 𝐏𝐫𝐨𝐜𝐞𝐬𝐬 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲: The CASR team demonstrated effective communication with candidates throughout every stage of the process. Transparency was key – from a clear timeline at each stage to ample time for tasks, the CASR Team ensured no guessing games about application status. Feeling #seen, #heard, and #valued throughout the entire journey was an empowering rarity. 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧: The recruitment process fostered a secure and inclusive atmosphere, allowing the candidates to bring their authentic selves. CASR's recruitment practices are a beacon for other organizations aiming to create inclusive and equitable hiring processes. Hats off to the CASR Team for their unwavering dedication to Diversity, Equity, and Inclusion (#DEI). Encourage more organizations to embrace these practices by sharing and commenting on this post, thereby raising awareness on #EquitableHiring practices.

Treat your recruiting team the way you'd want them to treat your candidates. Your recruiters can only deliver what you enable them to deliver. No clarity from hiring managers means no clarity for candidates. Here's what this principle actually means: 1. Give them real ammunition, not job descriptions Recruiters can't sell what they don't understand. Yet most hiring managers hand them a JD and say "go find someone." Then wonder why candidates aren't excited. Do a real kickoff. Create an intake doc. Brief your recruiters like you'd brief your sales team. Why does this role matter? What will this person actually build? Show them the real impact. When recruiters understand the mission & the role, candidates feel it. 2. Stop making them chase you for answers Imagine if you applied somewhere and waited a week for every response. That's what recruiters face internally. They message candidates "we'll get back to you soon" while waiting days for your feedback. They look incompetent because you're not responding. Every delayed decision is a recruiter losing credibility with a candidate who has three other offers. 3. Your urgency becomes their urgency When a CEO personally joins a recruiting standup or sends a quick note about why a role matters, everything changes. Recruiters move faster. They push harder. They believe more. Send emails on their behalf. Jump into nurture sequences. When hiring is treated as "HR's problem," recruiters feel it. And so do candidates. The energy you bring to hiring is the energy candidates feel in the process. 4. Let them shape the process, not just execute it Recruiters see hundreds of interviews. They start to see which questions actually predict success. They spot patterns you miss. Too many companies treat them like admins. Include them in designing interview loops. Let them flag when your process is losing good people. They're your early warning system if you actually listen. 5. They're selling your company 100 times while you're building it Every recruiter conversation is a brand moment. Every rejection handled poorly is a Glassdoor review. Every candidate who feels respected tells ten friends. Even your rejections matter. Give real feedback. Close the loop. Your recruiters are having more conversations about your company than anyone except customers. Treat them like the frontline brand ambassadors they actually are. When recruiters feel like partners, candidates feel it too. When they feel like order-takers, your hiring shows it. The best companies don't have recruiting teams. They have talent partners.

I’ve noticed a number of posts from job seekers expressing their frustration with the interview process, and it’s truly important for us as recruiters to take a moment to reflect on this. As professionals in this field, let’s remember that our candidates are individuals with their own stories, families, and responsibilities. They face the same challenges we do, from mortgages to medical expenses. Here are a few ways we can elevate the candidate experience: ✔️ Communicate Regularly: Even if there are no updates, a quick message saying, “I have no new information, but you’re still under consideration,” goes a long way in keeping candidates informed and valued. ✔️ Deliver News Personally: If a candidate isn’t selected, let’s strive to share that news with a phone call rather than an automated email. This personal touch shows respect for their effort and time. ✔️ Provide Constructive Feedback: Whenever possible, offer insightful feedback. If a candidate was lacking in experience, for example, kindly point that out. This helps them grow and prepares them for future opportunities. By fostering a more compassionate and transparent process, we can make a positive impact on the lives of job seekers and contribute to a more uplifting recruiting environment. Let’s keep pushing for improvement together! #jobseeker #interview #recruitment #recruiter

Candidate Experience is not just about the big moments; the small touchpoints matter too. 💡 Start focusing on these commonly overlooked touchpoints and start attracting more qualified candidates: 1.    Streamline the Application Process Remove unnecessary questions and steps from your application form and make it mobile-friendly. 2.    Personalize the Process Stop using no-reply email addresses, use candidate names & pronouns in all communication, and be mindful of what days of the week you reject candidates. 3.    Set Clear Expectations Share details of the process and timeline, and help your candidates prep for interviews by sharing the interviewer’s profile and the topics that will be discussed before the interview. 4.    Timely Feedback Share feedback with candidates! There are a ton of ways you can do this without getting into legal trouble, so stop hiding behind that tired excuse… Your company’s reputation in the eyes of candidates plays a huge role in attracting qualified talent. #candidateexperience #talentacquisition

Delivering a Positive Candidate Interview Experience In my conversations with job seekers, I have heard valid complaints about the recruitment process that leave a lasting negative impression of the brand. Candidates have withdrawn their candidacy at times based on their experience These insights highlight the crucial need for maintaining a positive candidate experience, grounded in clear, honest, and consistent communication throughout the hiring journey. What is a Positive Candidate Experience: A positive candidate experience includes all interactions from the initial job advertisement to the final stages of onboarding: 1. Set Clear Expectations: Accurately describe the role and work environment to prevent mismatches and ensure candidates know exactly what to expect. 2. Communicate Value Clearly: Effectively convey what your company offers, emphasizing the unique benefits of joining your team. 3. Provide Comprehensive Details: Ensure candidates receive all necessary information about the role and what it entails to join your company. 4. Simplify the Application Process: Create a straightforward application process, that respects candidates' time, and is easily accessible, particularly on mobile devices. 5. Ensure Respectful Interactions: Treat all candidates with respect throughout the process to make them feel valued and respected. 6. Streamline Interviews and Onboarding: Conduct interviews and transitions smoothly, emphasizing both efficiency and transparency. 7. Handle Rejections Tactfully: Approach rejections with care, ensuring that all candidates leave with a positive perception of your company, regardless of the outcome. Focusing on enhancing the candidate experience yields several key benefits: 1. Broader Applicant Reach: An accessible and straightforward application process can significantly increase the number of potential hires. 2. Competitive Edge: Efficient and respectful recruitment processes can secure top talent faster than competitors. 3. Improved Hire Quality: Positive recruitment interactions are likely to attract higher-quality candidates who are a better fit for your company. 4. Enhanced Brand Perception: Positive experiences can transform candidates into brand ambassadors, promoting your company by word of mouth and on social media. Conversely, negative experiences can significantly damage your brand’s reputation. Conducting a Self-Audit of the Interview Touchpoints: Conduct a thorough audit of your interview process to identify areas for improvement. Evaluate each touchpoint to ensure they align with your company's values and respect for candidates. Implement changes based on this audit to enhance your recruitment strategy and strengthen your employer brand. Regular evaluations help ensure that all interactions reflect your company's commitment to excellence, enhancing both immediate hiring success and long-term business growth. Contact me today to begin enhancing your candidate experience.