The attention to small details are most essential to ensure that people carry back with them a good and positive experience. These could include the following:
1 Ensuring that the candidates interview call letter address him/ her with the correct spelling of his/her name.
2 The day, date, time and venue (including directions to reach) and the person to contact on arrival are clearly mentioned in the letter. Ensure that you schedule interviews so that there is sufficient time gap between two successive interviews.
3. Give the contact name and phone number of the person from the organization who can be contacted by a candidate for any additional inputs / clarifications the candidate may seek. ( Do not give the mobile number)
4.Ensure the venue is prepared in advance for the interviews and that the interview panel are ready well before the first candidate arrives.
5. Ensure that there is a responsible person to attend to the requirements of the candidates who arrive.
6. Ensure that the venue be well furnished, neat and that there is provision for water/ tea etc. for those waiting. Also keep current newspapers/ magazine/ corporate leaflets/ in house magazines for those coming for the interviews to read when waiting their turn.
7. In case travel allowance is being paid for attending the interview, ensure that the reimbursement process is properly streamlined.
8. In case the interview process spills over during lunch time ensure that those present are offered lunch.
While a feedback form from the candidates finishing the interview could be explored to arrive at some measure of the interview process, most candidates would be favorably biased towards the process for they would apprehend that criticism could impact the final outcome. Hence the feedback form would have to be carefully designed and more importantly the feedback process must be carefully calibrated to give interviewees the confidence that the feedback and the interview outcome are mutually exclusive. The interviewee should also be reasonably satisfied that the feedback process is a genuine attempt by the corporate to improve their own standards of conducting the interview process.
PS. You could also experiment with giving the candidates a thank you letter for attending the interview with a clear indication in the letter of when the candidate can get to hear from the organization about the interview outcome. This could also be supplemented with a not so expensive take away like a company key chain/pen / poster etc.
Trust the above inputs would enable you to implement your plans to be different in the market place.
Your query inviting suggestions about making an interview experience
memorable for the candidates is unique.
Although I am not aware of any proven measurement system, I can suggest a format.
All candidates who appear for the interview should be requested to fill up this questionnaire before they leave.
To be rated on a scale of 1 to 10 with 10 being the maximum.
1.0 Correctness of information provided to reach the venue.
2.0 Comfort of seating in the waiting hall.
3.0 Duration of waiting (the best example nowadays is in Passport office. They have 15 minutes slots to call the people and handle many hundreds every day in every centre)
4.0 Were the candidates given any coffee / tea/ water?
5.0 What about the rest room facility?
6.0 Were the interviewers courteous?
7.0 Did they listen to you while you were speaking?
8.0 Did they allow you to ask any questions from your side?
9.0 Were you given any alternate position?
10.0 Did they clearly tell about the time by which you will hear from them?
Depending on your experience you can change the number of questions. You can begin with the message saying “Dear candidate we are happy that you have accepted our call to attend this interview and thank you for attending this interview. As per our company philosophy it is our endeavour to constantly improve all our processes. Please fill up this questionnaire before you leave.”
Candidates who know that they will not be selected will give you the best feedback (!!) for improvement. Please give this a try and share your experiences in Cite HR.
I found that 2 above suggestions very clear and useful.
My key suggestion is "Try to walk a mile in your candidates’ shoes". You can find further details at Candidate experience: Do you really win at it?. It gives you some ideas on how to improve candidate experience on every single process:
- Application process
- Selection process
- Rejection process
- Communication process
Hope this helps!
The link you have provided led me to browsing a very good article.
I read it in a hurry and would like to read it again.
You have brought out every bit of harassment faced by the candidates
by seeing though their eyes.
I wish many a interviewer reads this and do some introspection.
Reading your article reveals that attitude of interviewers leaves
much to be desired every where, be it in India or Vietnam or anywhere else.
The absence of empathy from the interviewers and interviewing company is one of the main causes for this malady. However there are some right thinking citizens who want to be different and make sure that their own image is equally important as much as getting a right candidate. The "I KNOW ALL" attitude of the interviewers should change.
A rejected candidate is not merely a dejected person but can be a dangerous spokes person, who can damage the reputation of the company, if not treated well. This is very similar to an angry customer's reaction. On the other hand a pleasant experience will set rolling a good free advertisement, irrespective of the result of the interview.
I thank you for your post and the thread initiator who has triggered off these discussions.
Hope the initiator is following all these messages and will gainfully use the same.