Does Your Hiring Process Leave the Right Impression?
This article is guest-written by Amy Kirshenbaum.
Amy Kirshenbaum is the founder of ALK Marketing Strategy & Communications and an expert in healthcare marketing, specializing in lifecycle marketing and customer journey strategy, brand messaging, and customer support and experience.
As the saying goes, you get one chance to make a first impression. It’s true in life and in business.
Companies make first impressions every day. From potential customers and clients to strategic partners and key stakeholders, these impressions, favorable or not, are formed quickly and have lasting implications. A company that strategizes how to intentionally create a positive first impression is better able to lay the groundwork for a long-term relationship, paramount to any brand’s success.
But does this strategy extend to job candidates? They are potential employees after all, and their first impression of a company — and subsequent interactions — can be the difference between nabbing or losing top talent.
Let’s face it, whether you are looking for a job or seeking to fill a position, the process can be daunting, stressful, and at times lengthy.
Companies that prioritize a clear and thoughtful communication plan throughout the hiring process demonstrate organization, transparency, and a commitment to finding top talent. It also ensures an impactful first impression and lays the groundwork for a positive experience overall for candidates, regardless of whether a job offer is extended. Timely updates, open dialogue, and clear expectations from the outset allow candidates to feel respected and valued, and give them a glimpse into how they might fit within the company culture. And remember, candidates are evaluating your company too, and a positive experience can set you apart, especially in an age where experiences are easily shared publicly.
Making the best first impression requires a well-thought-out hiring plan:
Be Clear: Consistent and detailed information about the role, team, and company culture is essential, helping candidates feel confident about the job and the company’s expectations about the position.
Be Timely: A delay in or lack of response reflects poorly on a company and leads to candidates disinterest altogether. Provide regular updates on the hiring status and next steps, including a timely decision; keeping candidates informed eliminates disinterest and lack of trust.
Be Purposeful: Each interview phase should be organized with a clear purpose, well-prepared questions, and a reasonable number of rounds and participants; conveying to candidates that the company values professionalism and efficiency.
Be Considerate: Candidates passed over for a role want to know why. Ditch the automated rejection email and reach out personally with feedback. It’s a simple act of goodwill, and you’d be surprised how often it gets overlooked.
Be Thorough: A comprehensive, well-structured onboard process sets up new hires to be more informed, prepared, and productive from the onset - all essential to their long-term success.
Be Open: Feedback - positive and negative - is key to improvement. Asking new employees about their experience is twofold: it makes them feel heard and valued while providing a company with actionable insights to strengthen its hiring process.
Ultimately, a company’s hiring process is more than simply filling a position, it should be a reflection of its values, culture, and commitment to people. A thoughtful, well-executed candidate experience increases the chances of attracting and retaining top talent and leaves a lasting impression.
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