Let’s face it: we live in a very sensitive society. People get offended, and social media has given everyone a voice. This presents a real problem for human resources departments who may reject an applicant for legitimate reasons, only to have that applicant spread negative information about your company. It has become more important than ever to treat rejected applicants with compassion and respect to avoid bad publicity that can really harm your business.
By the Numbers
Recent studies show that over 75% of job seekers will talk about their experiences with friends, family and social media contacts. Over 50% of the same say that a negative experience during a job interview will affect their use of the company’s services in the future. A scant one-tenth of applicants reported the interview process having no effect on their opinion of the company.
How, then, can you make sure that your potential hires do not spread a bad word about your business following an unsuccessful interview? There are some basic steps you can take to build a good relationship with every potential hire.
It is vital in this day and age for hiring managers to treat all applicants with the utmost respect from the initial contact and all the way through the interview process. Consider that every applicant is also a potential customer for your company. These are people who are approaching you because something about your business interested them.
This means that every candidate can become a preacher for you, who will spread the gospel of your company. Treating such candidates badly will almost certainly lead to them sharing their experiences on social media, which results in poor publicity that you don’t need.
This is something that a lot of hiring managers don’t do, and don’t feel they have the time to pursue. However, taking a few minutes to explain to your rejected applicants exactly why you chose someone else over them can go a long way.
Job seekers spend a lot of time wondering what they could’ve done better. Giving them respectful and friendly tips on how they can improve, while also telling them what you liked about their interview and skills, can really build appreciation and connection.
At the end of each interview, ask your potential hires to complete a brief survey of one or two questions about what they like about your company and what they feel you can do better from the interview process. This will make them feel invested and can actually yield helpful advice that you can use in the future.
You can then also use these surveys to build statistics you can list on your website and social media, telling people how many applicants were satisfied with their treatment during the process.
A top-notch human resources team can take your hiring process to the next level. If you want to improve your reputation a leg up from satisfied interview prospects and even rejected applicants, take a look at the HR services we offer, and get in touch with us today for more information.