We’re currently undergoing a high-volume recruitment drive. Ensuring a positive candidate experience despite the high volume has been challenging. How do you maintain a positive candidate experience during large-scale hiring efforts?

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Posting as :
works at
You are currently posting as works at

2 rounds max
Immediate feedback

likesmart

First HR round, second hiring manager and technical together and answer within 3 days if the candidate is moving forward or not.

likehelpful

Be respectful of their time, quick decisions, pay attention during interviews, quick onboarding

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Have nice templates and automations that tell people when they have not been selected for moving forward in the process at this time but ask if its alright to reach out to them for other positions.

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Request to OP: this is a tough job market. Can you post the website where users of this site can search, review and apply for roles to help you in the high volume recruitment drive. Let’s get everyone employed who wants to be. 😎

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What is your policy towards notifying candidates of rejection?

likesmart

Max should be 3 steps: recruiter screening call, phone interview with potential boss and hr, then in person (or zoom) interview with potential boss and team members they will be working with. Be honest and let people know promptly if they did or did not get the job.

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I think part of that depends a bit on what type of role(s) you're recruiting for. Having pre-made templates for scheduling interviews, rejecting candidates are both really helpful. Also, setting candidate expectations for when they'll hear back or could follow up if they don't hear anything.

Above all PLEASE DON'T GHOST CANDIDATES! It seems like a simple thing but people would much rather be told they didn't get the job than get ghosted!

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Yes all these 👏👏 nothing worst than endless interviews repeating the same information and quick decision, you either like someone or not. Does the candidate have a good foundation, are they adaptable and pleasant enough? Hire, anything and everything can be learned on the job.

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Also if you have a prefered application site put it in the jd so zip recruiter doesnt eat your candidates then gates them

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Hire me is how. :)

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Phone screen with recruiter, move to next round with hiring manager , and maybe a second interview with another manager or peer. Be transparent when posting how many rounds it will be.

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Communication - let the candidates know what the process is from the start, keep them up to date with progress, and provide rapid feedback.

Are you still recruiting v

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