With the U.S unemployment rate still below 4%, one of the biggest factors in recruiting top talent is the candidate experience. There are many aspects of the recruitment process that affect the candidate experience. One of the biggest is the level of communication within the hiring team of Hiring Managers, Talent Acquisition, and HR.

A strong communication structure allows for streamlined and timely communication that delivers clear expectations and status updates.  Each person involved in the recruitment process has a responsibility to ensure the candidate experience is a positive one, which includes being part of a strong communication process.

The first communication piece starts with the Hiring Manager’s ability to effectively communicate the need and reasoning for the role to fill the position to Human Resources is needed. Hiring Managers then set clear expectations with Talent Acquisition regarding their desired candidate profile; as well coordinating the different stages within the interview process. This line of communication provides Talent Acquisition with a means to share valuable information with candidates consistently and with certainty.  

Second, Talent Acquisition’s timeliness in resume review, initial screening, and feedback for the hiring manager is also important. They must effectively communicate candidate strengths, weaknesses, as well as candidate needs (timeframe, PTO, salary) to the Hiring Manager. This positive communication will then lead to timely initial feedback for the candidate.

Finally, when interviewing is complete, HR’s ability to set clear expectations in terms of hiring timeframe and the different expectations for the candidate, Hiring Managers, Talent Acquisition plays a big role in the candidate experience.  With a clear communication path, the candidate is kept up to date and feels secure in the job opportunity. Being able to communicate well throughout the recruitment process with all involved not only ensures a positive candidate experience, but will also help decrease time to fill and ensure the best possible candidate is found to fill the position.

By Pete Pabon | People Science Sr. Talent Advisor