Results of Question of the Month (April 2023)

Question #1: What should employers do to help ensure a positive candidate experience? Select all that apply.

Answer Choices Responses
None of the above 0.00%
Make it easy for candidates to apply for jobs. 64.52%
Offer an easy and mobile-friendly application process. 25.81%
Have one responsive staff member to serve as a contact throughout the hiring process. 64.52%
Describe the hiring process in the job description and in the interview. 61.29%
Share LinkedIn profiles of interviewers before the first interview. 12.90%
Provide a pleasant and seamless interview experience. 51.61%
Be transparent regarding salary, benefits, and opportunities for promotion. 87.10%
Keep in contact with candidates at every phase of the process. 58.06%
Be open to giving and receiving feedback from candidates. 38.71%
Set realistic expectations for the job and work environment. 58.06%
Treat candidates with respect at all stages of the process. 77.42%
Treat candidates with professionalism and respect after their candidacy has ended. 51.61%
Maintain a gentle, respectful process for rejecting job applicants. 48.39%
Gives new employees everything they need to succeed in their role (e.g., proper training). 70.97%
All of the above. 22.58%
Other (please specify) 16.13%

 

Question #2: Is there anything that employers should avoid (e.g., asking questions not related to the job) to improve the experiences for job candidates?

Responses
Making sure the process doesn’t drag on, and the candidates get an answer in a timely manner
Communication through the whole process is paramount to me. Listing clear dates in the posting for when interviews will be scheduled and then telling candidates when decisions will be made in each step of the process provides a clear picture and helps candidates know what to expect. With that, always send an email to candidates when they will no longer be progressing in the interview process. No one likes to be left waiting and wondering if they made it to the next step. 
Being vague about schedules or salary.
For day-long interviews, employers shouldn’t expect a candidate to want to eat two meals with the interview panel members — lunch is sufficient — and then let the person actually eat instead of grilling them with more questions. Employers should avoid asking questions that are ‘touchy-feely’ such as “what book are you reading?” or “what do you do in your free time?” 
Have multiple time slots available for interviews. 
Avoid being evasive when candidates ask about the work environment. Focus on at least one positive thing about it.

Don’t waste the candidate’s time, if it becomes apparent early in the interview that the candidate would not be a good fit for the position.
I would recommend avoiding forms on the website where applicants have to re-post the contents of their resume and cover letter. I would also recommend being realistic about interview expectations. Sometimes candidates can be asked to do a lot of prep in advance (presentations, creating documents, tests) and this can lead to a lot of additional work, especially if there are multiple interviews.
Requiring candidates to eat with multiple groups.  Candidate should be able to have a meal in private and regroup without having to be “on” the whole time.
Fewer “fun questions” in the interview.
Never require candidates to create a presentation / plan an event / host a story time for you – in other words, do not give them unpaid work to do.
This should be obvious, but employers should avoid looking at social media accounts during the beginning stages of the vetting process. Internal biases can lead to discrimination, and a candidate’s free speech rights are separate from the work they could perform for the employer. 
Nobody should be required to retype their resume/CV. Ever.
Multiple rounds of interviews, “ghosting” candidates, not being transparent about expectations and salary and benefits.
Not talking about insurance benefits, benefits package broadly etc. (especially in jobs that pay less but have a good benefits package). 
Manage the candidate’s schedule for the interview day and do not allow others to hijack the candidate’s time. Keep lecturing of candidate to a minimum.