Candidate care program
Provide transparent and detailed job descriptions, including information about the company culture, values, and expectations.
Offer resources such as webinars, blog posts, or informational sessions to help candidates understand the organisation and its industry.
Create a user-friendly career portal or landing page where candidates can easily access job openings, submit applications, and learn more about the company.
Send automated email confirmations to acknowledge receipt of applications, providing a timeline for the recruitment process and next steps.
Establish clear communication channels for candidates to reach out with questions or concerns, ensuring prompt responses from recruitment team members.
Keep candidates informed about their application status throughout the process, providing updates even if there are no immediate developments.
Assign dedicated recruitment coordinators or points of contact to guide candidates through the recruitment process and address their individual needs.
Schedule regular check-ins to provide personalised support, answer questions, and offer guidance on interview preparation and best practices.
Tailor communication methods to candidates' preferences, whether it's email, phone calls, or video meetings, to ensure a comfortable and engaging experience.
Clearly outline the interview process, including the format, number of rounds, and evaluation criteria, to manage candidates' expectations effectively.
Provide detailed information about interviewers, their roles within the organisation, and what candidates can expect during each stage of the process.
Offer constructive feedback to candidates following interviews, highlighting areas of strength and areas for improvement, regardless of the outcome.
Prioritise candidate well-being and inclusivity throughout the recruitment process, ensuring a respectful and supportive environment for all candidates.
Accommodate candidates' needs and preferences, whether it's providing alternative interview formats, adjusting schedules, or offering accessibility support.
Foster a culture of diversity and inclusion, showcasing the organisation's commitment to equity and belonging through actions and communications.
Celebrate offers extended to successful candidates, expressing enthusiasm for their future contributions to the organisation.
Provide comprehensive onboarding materials and resources to help candidates prepare for their new roles, including information about company policies, benefits, and expectations.
Assign mentors or buddy programmes to new hires to facilitate their integration into the team and organisation, offering guidance and support during the transition period.
Maintain regular communication with candidates even after they join the organisation, nurturing relationships and fostering a sense of belonging.
Seek feedback from new hires about their onboarding experience and areas for improvement, demonstrating a commitment to continuous improvement.
Keep candidates informed about internal opportunities for growth and development, encouraging them to explore new roles and advance their careers within the organisation.
Establish alumni networks or communities to stay connected with former candidates and employees, fostering a sense of community and enabling ongoing engagement.
Encourage candidates to become ambassadors for the organisation, promoting referral programmes and sharing their positive experiences with their networks.
Recognise and reward candidates who refer successful hires, reinforcing a culture of appreciation and collaboration within the organisation.