In blog posts in the recruitment world it is often about how you can best attract new applicants. What then is less about is how the employer guides those applicants through the application process. Anyone who does not do it properly runs the risk of being damaged.

According to research by the British Capital Consult, no fewer than 53% of job seekers no longer buy products or services from a company with which they had a bad experience. Often these job seekers share those experiences with friends and family or worse: post them on their social media. Lack of good communication is the culprit.

But how do you ensure that candidates do not turn against you? Read the five most important tips & tricks here.

1. Build a strong employer brand

The first experiences of an applicant start with the search for a company. They look for certain vacancies that match their background and skills. A strong employer brand helps you to stand out from everyone else and to attract top candidates, just as your general brand attracts customers.

How do you form such an employer brand? read here what you can do. In addition, it is good to the benefits to list that your team offers. I am talking about leave days, learning opportunities, but also a beer together on Friday shows how people are dealing in the workplace.

2. Respond to the entry

Some companies are known to "host" their candidates: close all contacts without explanation. There is nothing more hateful than sending in resumes and motivation letters and not getting a response. A customer won't let you wait a week for your answer, either?

Finding applicants today is a difficult task. There are many vacancies and few unemployed to fill them. Then why discourage them when they sign up? Everything starts with one acknowledgment of receipt to the candidate so that he or she does not feel left unaware. In addition, there is a risk that a competitor will scrap that perfect applicant because you waited too long to respond. And you don't want that to happen!

3. Notify personally

Standardized mails, it flies around everyone's ears. Applicants want to be informed personally about the state of affairs, whether they are invited or rejected. That does not necessarily have to be a telephone conversation, but personal mail already does a lot. A standard e-mail rarely shows (genuine) emotion and it gives the candidate the feeling that he is not important enough.

It is important to honest to to be and to explain why the candidate was not suitable for the job. Are you looking for more experience within a certain domain? Was the project for which you were looking for people completed? Let me know! It gives more clarity and helps the applicant better understand why he or she was not good enough. Also incorporate empathy in your rejection: that is greatly appreciated. In addition, thank him for the time to apply and wish him good luck with the further search. Leave the door open in case he wants to apply for another position. The friendlier and more personal, the smaller the chance of annoyances.

Personal feedback giving is not always easy and requires more time than the standard sentences that are quickly put together. It does, however, provide a better application experience that the candidate passes on to his network. That way you create more respect for your company.

4. Help in the preparation

Only 38% of the candidates who were interviewed in North American “Candidate Experience Research Report" indicates that the only preparation they received for the interview was the name and background of the interviewer. 41% even said they didn't get anything from information. That could be better!

Let candidates know what to expect, who to talk to, where to go and how long the interview will last. This way you prevent them from feeling overwhelmed and they can schedule the conversation in their agenda. They are too better prepared and more confident. You may have the chance that they give trained answers, but in a second or third round you puncture those answers completely. No worries, so!

5. Ask for feedback

After you gave feedback about why the candidate is not eligible for the job, it is also a good idea to ask that person how he found the application process. That way the candidate feels appreciated and you get valuable information. In this way you can cite and improve your pain points. You also build a relationship with applicants and new employees. In short, a win-win situation!

Finally

So, with these tips you are fully prepared to finish the next application to perfection. The first time it may still be awkward but make sure that you can keep a certain pattern every time. Good luck!