“47% of declined offers stem from a poor candidate experience during the hiring process.”
That stat says it all, right? You might have the perfect candidate lined up, but if the experience leaves a bad taste, they’re gone. In today’s competitive job market, where top talent has multiple options, keeping candidates engaged through the interview process is not just a nice-to-have, it’s essential.
How to keep candidates engaged during the interview process
Before you even start the interview process, clarity is key. Having a clear understanding of what you’re looking for in a candidate, supported by a performance-driven job description, sets both sides up for success. But finding the right candidate is just the beginning, keeping them engaged throughout the interview process is where the real work begins. With so many options available, candidates won’t hesitate to walk away if they feel disconnected or left in the dark. So, how do you keep them hooked from the first phone call to the final offer? Let’s dive into seven actionable steps.
1. Start with a Focused Telephone Screening
The first telephone interview is your chance to connect with the candidate beyond their resume. Yes, give a brief introduction to the role, but make sure to focus on what the candidate is looking for. Ask them about their push and pull factors, what’s driving them to leave their current position, and what are they hoping to gain from a new role? Learn about their preferred team structure and how they like to be managed. These insights allow you to tailor the process to their expectations and keep them engaged.
2. Keep Them Informed at Every Stage
Nothing disengages a candidate faster than a lack of communication. Right from the start, give them a clear overview of the recruitment process, how many rounds of interviews there will be, who they’ll meet, and the expected timeline. After each interview, follow up with feedback, ideally over the phone, so you can address any concerns or questions. Even if there’s no new information, a quick update goes a long way in maintaining their interest and trust.
3. Ask About Their Position in Other Hiring Processes
Candidates are likely interviewing with other companies. It’s important to understand where they are in those processes. Ask them how your opportunity compares to the others they’re exploring. What do they like or dislike about the different options? By taking salary out of the equation and focusing on their preferences and motivations, you can better understand what will keep them engaged with your role. Use this information to highlight the aspects of your position that align with their priorities.
4. Be Clear About Salary Expectations
Salary can be a sensitive topic, but it’s one that needs to be addressed early and often. Be upfront about the salary range for the position from the beginning to avoid mismatched expectations. As the interview process progresses, revisit the salary conversation. Candidates’ circumstances can change as they interview for other opportunities, and so can their salary expectations. By keeping an open dialogue about compensation, you ensure that both parties are on the same page and prevent surprises down the road.
5. Prep the Hiring Manager for an Interactive Experience
An engaged candidate doesn’t happen by accident—it requires effort from both sides. Before the interview, make sure the hiring manager is prepared to make the process interactive. They should sell the role and the company just as much as they assess the candidate. Share any concerns the candidate has raised so the hiring manager can address them head-on. Encourage them to create a conversation, not just an interrogation, and leave time for the candidate’s questions.
6. Streamline the Interview Process
Dragging out the interview process can lead to disengagement. Aim to keep it concise, no more than three rounds. Typically, this includes one interview with the hiring manager, one with key stakeholders, and one to meet the team. During these rounds, offer opportunities for the candidate to meet their future colleagues, take a virtual office tour, or hear real-life stories about day-to-day life at the company. This helps the candidate visualize themselves in the role and stay excited about the opportunity.
7. Discuss Their Long-Term Future and Success
The best candidates aren’t just thinking about the next six months—they’re thinking about the next five years. Take the time to discuss what success looks like in the role. Who would they work with? What challenges might they face? What would it take for them to thrive and grow in your company? When candidates can see a clear path for their future, they’re more likely to stay engaged through the interview process.
Final Thoughts
A clear, structured interview process built around open communication, personalised interactions, and a focus on the candidate’s long term success can make all the difference in securing top talent. From the first phone call to the final offer, each step is an opportunity to build trust and show that you value their time and potential. By following these seven steps, you’ll create a candidate experience that not only keeps them engaged but also positions your company as the one they want to work for.
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