Let’s face it, no one likes getting rejected. Whether it’s from a company, a connection on LinkedIn, or a person that you’ve had a crush on since primary school. It’s a bitter pill to swallow; and when you consider that every unsuccessful candidate is a potential future hire, online reviewer, customer, or even client, it’s important that hiring managers do everything in their power to lessen the blow when breaking the bad news to a candidate; ensuring that they walk away from the process with a positive perception of the brand.
Many firms rely on ‘positive framing’ for this, letting a candidate know that “all the candidates have been really strong this year” and yes, this is better than being told that you were rubbish, however it’s become so common amongst companies, that much of the time it comes across as insincere. Remember, these are candidates that have spent hours researching the ins and outs of a company to the point that they probably know more about the 2019 predicted growth rates than some members of the hiring team.
Virgin Media found out just how big an issue poor candidate experience can be on the wider business when they calculated that it was costing them $5M annually as a result of lost subscriptions and fewer recommendations, with two-thirds of rejected candidates becoming “detractors” of the brand.
Recognising the issue that hiring teams evidently face when rejecting candidates, Final Stage introduced talent sharing to the network. Our talent sharing feature allows companies to go a whole step further with the candidate experience, by inviting those who just miss out on a role (your so called “silver medallists”), to a talent network where they can quickly find similar opportunities and get support with the job hunt.
No skin off the company’s back, but such a gesture goes a long way in maintaining brand perception; increasing the likelihood of them reapplying to a company in the future, increasing the likelihood of them leaving a great review on Glassdoor, increasing the likelihood of them continuing to use the company’s products or services, the list goes on.
And it’s not only the candidates that benefit. All talent sharing partners are given access to the Final Stage network where they can keep in touch with talent who they’ve previously invited, allowing hiring managers to re-engage later down the line as situations change. You never know, six months more experience in the space and they may be just what the Finance Director is looking for.
So ask yourself the question, how far are you currently going to ensure candidates are leaving your process with a positive perception of the brand and more importantly, could you be doing more?
You can find out more about talent sharing here.