The Importance of Following Up with Candidates

There is a lot that goes into the recruitment process. You need to create a job description, post it on various platforms, sort through applicants and organise interviewing them. But, a lot of people forget to follow up with candidates. This means following up with them after the interview, thanking them for their time and inviting them back for a second interview. Sometimes, this could mean thanking them for applying, providing constructive feedback and letting them know that they haven’t secured the job. Whatever the outcome, following up with candidates is key, yet it’s something that a lot of businesses overlook.

In a competitive job market, candidates often have multiple options. Following up with a candidate can keep them interested in your business and role, and it could prevent them from accepting offers from competitors. If you don’t follow up with candidates, they might assume that you’re not interested in them, or that you’re hard to get hold of as an employer. Plus, looking for a new job can be a stressful process. Regular updates can help reduce candidate anxiety and uncertainty, making them look at you favourably.

Here are some of the key things to remember when you’re following up with candidates:

Let Candidates Know Where They Stand

Applying for a new role can be time consuming and complex, and candidates tend to put a lot of effort into crafting the perfect application. That’s not to mention preparing for and travelling to the interview itself. All in all, putting yourself forward for a new job is rarely a quick and easy task. This is why it’s important to let candidates know where they stand in the recruitment process.

You can do this by sending next step emails or calling them, or sending a rejection email if they didn’t make it through to the next stage of interviews. If they have made it through, let them know when the next round of interviews will be, and what they can expect. It’s important for candidates to know what’s coming next, whether that’s another interview or the news that you won’t be taking their application any further. Letting candidates know where they stand showcases your business’ professionalism and transparency.

Candidates who receive clear communication are more likely to view your business favourably, which can have a lasting impact on your overall reputation. They are more likely to apply for another role, recommend the business to a friend, and use your business as a paying customer.

Valuing Your Candidates

Every candidate who applies for a job has invested time and effort, and this should be acknowledged. Even applying for an entry level job can be time consuming. Acknowledging this effort is a key part of effectively managing your candidates. By recognising the time that candidates have spent preparing for interviews and researching your business, you show that you value and respect their dedication. This makes candidates feel as though the time and effort put into the interview process was worth it, even if they didn’t get a positive outcome.

Constructive Feedback

Not every candidate will be the perfect fit for the role, but they could be a good match for future opportunities, or they could be ideal at another company. By offering constructive feedback, you can provide a candidate with insights that can help them to improve and succeed in their job search. Even if they go on to work for another company, your constructive feedback will be viewed favourably.

Candidates who receive thoughtful feedback are more likely to view your business as being supportive and skilled at recruitment. If the candidate ends up working for you in the future, your feedback could help them through the interview process, which benefits both of you.

Keeping the Door Open

Sometimes, you might interview a candidate that isn’t right for the role, but they are promising in other ways. For example, they may lack the experience needed for that specific job, but they could be ideal for another role that you need to fill in the future. Instead of closing the door completely, continue to communicate with them and direct them towards roles that better suit their skills, experience and qualifications. This shows that you are a flexible employer, but also one that prioritises the talent and growth of future employees. Keeping the door open means that you can access and benefit from their talent further down the line.

Enhance Brand

Positive interactions with candidates, even those not moving forward, play a significant role in enhancing your business’ overall brand. Word of mouth travels fast, and candidates who have a good experience are likely to share that with their friends, family and professional network. This can do wonders for image and reputation, and it will encourage others to apply for your future roles. Searching for a job and interviewing can be daunting, but knowing that someone else has had a good experience could make a candidate more likely to apply.

On the other hand, candidates who feel ignored or undervalued could share negative feedback. This could harm your reputation, making other candidates think twice about applying for a role, simply because they have heard negative things about your interview process.

Though following up with a candidate might not seem important – after all, your focus is likely to be on filling the role, not keeping in touch with candidates that didn’t make the cut – it should be part of any business’ recruitment process.

To get the latest from Business Advice Sign up to our newsletter