![]() ![]() Now that you know how to compose your message, you need to put it into practice. They are the perfect candidates to consider for future positions so you can cut down your hiring time and cost significantly. Maintain ContactĪnd always keep in contact with former candidates, especially those who made it to the final interviews. You never know how someone may be able to help your company, whether it’s through a referral or information. You can also provide an opportunity to be helpful to you while they maintain a positive relationship. For instance, you may connect them to another company or recommend a recruiter they can talk to about other opportunities. If you can, provide more helpful information that can impact them moving forward. Keep in mind the positive aspects of their interview and make sure they know what they are doing right. Of course, you may need to inform the candidate why they weren’t selected, but don’t only focus on the negative. This kind of attention will positively impact your employer brand. Even though you may think it will take too much time away from your other work, it will pay off in the long run. If the candidate has additional questions, don’t be afraid to continue the conversation. For example, if one of the top candidates didn’t get selected, let them know how many candidates were in the last round of consideration and your evaluation basis. It also means that you need to be consistent with the kinds of answers you give candidates so nothing can be misconstrued. This means it has to be consistent with your brand and the overall tone you want your communications to have. Your messaging also needs to be consistent. Whatever the message is, get to it quickly and make sure the information is easy to understand. For example, don’t cut and paste the entire job description save some details to discuss when you talk with them. Don’t pepper it with too much additional information. Be SuccinctĮmails should be short and to the point. Check it against their resume or application before typing. There are countless women named “Laura” who have received emails addressed to “Laurie.” This step is especially true if the name is not familiar. ![]() More importantly, always make sure to spell their name correctly. Use Their NameĪlways use their name in the greeting. For candidates who have made it to the interview stage but did not get the job, follow up individually. ![]() For candidates in the early stages, a personally addressed automated message will be acceptable. ![]() They provide little to no substantive details to help a job seeker learn about the process or what they could do differently in the future. Personalize the MessageĬandidates don’t like form letters. Here are a few components for how to improve reply rates when crafting your message at each step along the way. To better understand exactly how to follow up with candidates, you want to look at the whole picture. How to Follow Up with Candidates and Improve Response Rates Leaving them drifting in space or falling into a black hole will only decrease the trust in your employer brand. And as you would hope a candidate would send a thank you email after an interview, it’s just as important to let them know where they are in the process. Just as you want your candidate to research your company, you should research them before an interview. Still, there is little to show why employers should offer the same courtesy. Interestingly, a survey of EU and UK employers indicated that it’s expected for candidates to follow up after an interview. Follow-up is a critical factor in that process. And job applicants talk, so you want them to say positive things about candidate experience. It also allows you to maintain relationships with potential candidates who, while they may not have been a fit for the current position, could do well with the company in the future. It can improve your employer brand and reputation.It demonstrates that your company has respect for their time.It provides closure for candidates rather than leave them hanging.This 2018 deep dive by Glass Door published on Fast Company provides a lot of great information about the importance of following up. There are reasons it’s important even when you’re letting someone know they didn’t get the job. How Important Is It to Follow Up with Candidates?įollowing up with candidates isn’t just about making job offers. ![]()
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