Make the application process candidate friendly

[Joywtseo421]

Consistency in tone is just as important to your business as consistency in process. In fact, your application process should speak to how you approach employment, which in turn should come directly from your employer brand promise.

For all those who complain that they don’t have the budget to improve candidate experience, I say BAH. It costs nothing to check on abandoned applications and reach out, create a Gmail or MixMax template, or build a Zapier automation that sends a hello note to new applications. Or you could use one of the ideas I mentioned before. Heck, you can even pick up the phone and ask nepal phone number resource how you can make your apply process better.

Applicants can spend a long time (3-4 hours to be exact) applying for a job. The least you can do is make it a little bit pleasant. As my mom used to say, “It doesn’t hurt to be nice to a person and it costs you nothing.”

3. Set expectations right off the bat
It’s recommended that you set expectations within the first 5 minutes of an interview and we follow that idea here at Red Branch Media. Because we’re small and get a lot of applications, I have to set the expectation up front that people may not receive the kind of response they want (namely, a job) and I do that on the site, in the phone interview, in the first email, in the job ad and the in-person interview.

At every stage of the interview process, they know they are required to take the next step and that messaging doesn’t change, even after employment begins. It’s a great precursor to working here, where we rely heavily on quick thinking and accountability. If our candidates cannot follow along with our application process, then we probably won’t be a match when the real challenge of a career at Red Branch begins.