5 Ways to Reward Candidates for Interviewing with Your Company
How to recognize and reward candidates for interviewing with your company?
We often hear a lot about the struggles employers face when hiring someone, the lengthy process it entails. But have you ever stopped to think about the journey candidates go through just to land a job?
Let me share a sobering statistic: the average interview process in the US lasts around 23.8 days, and a staggering 93% of job seekers admit to experiencing interview anxiety at some point in their careers.
Can you believe it? Nearly a month for just one job opportunity. And what's more, candidates often find themselves juggling multiple interviews at once.
Then, there's that pivotal moment in the interview process, especially for technical positions like Software Engineers - the question of whether to test or not. It's a decision that weighs heavily on hiring managers. Depending on the company, they might opt for live coding sessions or take-home assignments.
But here's the thing - throughout this process, recruiters are constantly nudging managers to prioritize the candidate experience. Because let's face it, technical interviews are far from one-size-fits-all. Some thrive in live coding sessions, while others prefer take-home assignments. Ensuring fairness in evaluation becomes paramount.
And let's not forget the personal toll it takes on candidates. So much time invested, often without compensation. Jumping into a technical interview? It's nerve-wracking, to say the least!
Now, have you ever considered the financial aspect? Each interview costs a candidate an average of $72.29, and if you factor in a multi-stage recruitment process, that's a total of $216.90. That's right, it adds up. This insight comes from a study by Moneypenny Resources, factoring in lost earnings, travel expenses, and even those essential cups of coffee to keep the nerves at bay.
Winning over candidates for the long haul starts with treating them with fairness and equity throughout the interview process. If you're aiming to become known as a top-notch company to interview with, your team needs to get creative and prioritize people's time.
Here's a few personal touches you can bring into your workplace:
Personalized Feedback Sessions
When candidates go through a technical interview, they deserve more than just a "yes" or "no" response. Offer them a personalized feedback session. People crave constructive criticism. Learn how to structure and conduct these sessions, tying their performance back to the job description. Sure, there might be concerns about liability, but avoiding feedback altogether isn't the solution.
Acknowledgement
Think back to the last time you received a thank-you email from a candidate after an interview. Now, when was the last time you sent one out yourself? Take a moment to show gratitude to candidates for the time and effort they put into interviewing with you. Be empathetic; acknowledge the nerve-wracking experience of job seeking. After all, we've all been there at some point.
Giftcards
While you can't directly compensate candidates for their time spent interviewing, there are alternative paths you can take. Consider sending them a gift card through platforms like gifted.co. It's a small gesture that goes a long way. Just make sure to include this in your recruitment budget as part of your employer brand strategy.
Make a Charitable Donation
Take a step towards corporate sustainability by offering to make a donation to a charity of the candidate's choice. Mention this gesture upfront before scheduling the technical interview. It's a thoughtful way to show appreciation and align your company values with theirs.
Professional Development Contributions
Invest in the candidate's future by gifting them subscriptions to professional development opportunities. Whether it's a month or three months of access to online classes, workshops, or industry conferences, platforms like Udemy, Coursera, or LinkedIn Learning offer plenty of options.
Remember, it's the little gestures that make a big impact. By incorporating these personal touches into your recruitment process, you'll not only attract top talent but also build a reputation as a company that genuinely cares about its candidates' experiences and growth.
When was the last time you felt genuinely taken aback or pleasantly surprised during an interview?