As an employer, it's important to remember that the candidate experience doesn't end when the interview ends. There are some best practices for keeping candidates engaged and informed after the interview process. You should apply these practices to the applicants you hire and DON’T hire, because the candidate’s experience is a critical component of successful recruiting long into the future. 

A positive candidate experience means that candidates feel valued and respected throughout the hiring process. This involves providing clear communication, timely feedback, and a smooth and streamlined process that respects their time and effort. Set clear expectations for the next steps in the process and adhere to these timelines. This shows respect for candidates' time and effort.

This next point is important! Even if a candidate isn't a fit for the current position, they deserve to know that information rather than waiting and hoping for an update. Also, they may be a great fit for a future opening and if they had a positive interaction with you, they are more likely to accept your offer. Or they could refer someone who would be a great addition to the team because they had an enjoyable experience during the interview process.

After the interview concludes and you’ve made an offer, keep the lines of communication open. Don't be afraid to reach out to candidates after the interview to check in, answer any questions they may have, or to let them know about any updates or changes to the hiring process.

Overall, the interview process is a crucial opportunity to sell the job AND to sell your practice’s culture to potential candidates. By following the tips and techniques we've covered in this blog series, you can make the most of your interview process to engage the right candidate who will be a great addition to your team.