In today's market, every company needs creative and hard-working candidates to work for the company. The recruiters always try to hire the most suitable candidates for a job role. But the hiring process isn't easy at all. For hiring a good candidate first, you have to have good relations with that candidate. That candidate should be interested in your company and job role; many things can affect the candidate's mind. Whether candidates will continue the hiring process depends on how you treat them and behave toward them.
So in this article, we will know some underrated ways to develop relationships with candidates during the hiring process.
Underrated ways to develop relationships with candidates
- Don't respond late
It is essential to contact the candidates immediately, from submitting the initial application to the delivery of the rejection letters. If applicants find that your process takes too long, it can have a negative impact on your employer's brand. The candidate can't wait a long time for your response. Most candidates complain of frustration as they have to wait for communication for more than a week after the initial contact. This underscores the importance of notifying applicants of the time frame for each stage of the process and then adhering to that timeline to build trust and develop positive relationships.
- Give them some time
While taking the interview, you should not force the candidate to answer quickly and be serious all the time. You have to be free, and you should let them take their time to answer you. You should not create any pressure on them. When asking questions, give candidates time to think carefully and record their answers. By referring to the information you have collected about the applicants during your communication, the candidates will find it valuable and will be heard.
Questions that go beyond resume data will set your company apart. Instead of just finding out the facts, using the beginning of a conversation like”tell me something about yourself ” will help you build a genuine dialogue by approaching your question line from the perspective of relationship building. In addition, it provides an opportunity to ask follow-up questions and explore specific topics further.
- Transparency
Transparency in the appointment process and decision making reflects respect for the applicant, which helps build trust and establish honest candidate relationships. Candidates feel that how the company treats applicants during the recruitment process reflects how their employees will be treated. Prioritizing transparency during the recruitment process can positively affect your employer's brand.
- Be genuine.
Candidates do not always trust recruiters and vice versa. Candidates exaggerate their experience, and employers exaggerate how incredible this opportunity is, creating an internal and ever-present question of trust. Don't cheat. Don't exaggerate. They will smell empty promises, and your reputation will be tarnished in the end. Be a recruiter they can trust.
Also, while talking with the candidates or telling them any information, be honest and don't hide anything from them.
- Empathy.
Empathy will improve your communication and will make things easy to discuss. Empathy will build a strong relationship between you and your candidate. Even if you're working in a company, empathy will help you easily connect with the other team members. Candidates can easily trust you, your words and your company if you show compassion towards them.
While giving an interview, the candidate can be nervous and stressful, affecting their performance in the interview. That time you should understand them and should support them. So it will boost the confidence of candidates.
- Honesty.
Being honest while taking the interview is very important. You should be honest with the candidate, and candidates also want unbiased information about the company. If you know a job role is challenging to perform, don't say it by sugar-coating it, but communicate clearly about that job and its conditions. Anything related to a job like a package, working area, rules and conditions, don't lie about these things.
If the candidate feels comfortable working with them, they will agree, but you'll save yourself from hiring the wrong candidate if they don't feel comfortable. To build a positive relationship with the candidates, you need to be as open as possible about who will be interviewing them and how many candidates you are meeting.
Conclusion
We know that hiring the best employees is very important because the best employees help the company grow. Still, for hiring the best candidates, it is essential to attract them to your company and show them that they matter to the company. Making good relations with the candidates will help attract them to the company, build trust, and encourage them to work with you.
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