We hear a lot from candidates about their experiences of recruitment, and, frankly, not all of it makes for comfortable reading.
Interviews cancelled or rearranged at short notice. Interviewers arriving late, appearing unprepared or looking at something else during a video call. Feedback that takes weeks to arrive, never arrives at all, or is so generic that candidates are left wondering whether it was really meant for them, or is just a collection of empty platitudes.
And that's just the first interview. Sometimes, it gets even worse as things progress!
Candidates are asked to prepare detailed presentations that take hours to put together, only to hear nothing afterwards. Some tell us they feel they've been asked to share their ideas and expertise without receiving the courtesy of a proper response.
These aren't isolated grumbles. They're experiences candidates share with us time and time again.
Of course, recruitment is a two-way process. Employers need to make the right hiring decisions, and not every candidate will be right for every role. But if you're asking people to invest their time and energy in your business, the least they should expect is a professional, fair and respectful process.
Candidate experience isn't just about how you attract talent. It's about how you treat people when you're assessing whether they're right for your business.
It sounds obvious, but candidates' time deserves the same consideration as your own.
Avoid cancelling or rearranging interviews at short notice unless there's a genuine reason. Make sure everyone involved is available, arrives on time and is properly prepared. If plans have to change, let candidates know as early as possible and apologise for the inconvenience.
This is particularly important for people who are taking time away from their current jobs to attend an interview. They may have arranged cover, travelled across the country or had to explain their absence to their employer. Their time isn't any less valuable because they're applying for a job.
Few things frustrate candidates more than being left wondering what's happening with their application.
Acknowledge applications, explain the next steps and give realistic timescales. If a decision is delayed, let candidates know rather than leaving them to chase you. And if you say you'll come back to someone by Friday, make sure you do - even if the update is that there's no update yet.
When someone isn't successful, give them a clear outcome and, where appropriate, constructive feedback. It doesn't have to be lengthy, but it should be relevant and genuine. A generic response after several rounds of interviews is unlikely to leave someone feeling that their time has been wasted.
An interview is an opportunity for both sides to decide whether there's a good fit. It should be a meaningful conversation, not an exercise in putting candidates under pressure.
Read the CV, prepare your questions and make sure everyone involved understands the role and what you're looking to assess. Give candidates your attention, listen to their answers and leave enough time for them to ask their own questions.
Looking distracted, checking emails or appearing uninterested sends a message about your business, whether you intend it to or not. Candidates are assessing you, too. They're thinking about the people they'd work with, the culture of the organisation and whether this is somewhere they can see themselves succeeding.
A poorly handled interview can undermine an otherwise attractive opportunity. Don't assume a good salary or an appealing brand will compensate for a poor impression.
For FMCG marketers, presentations can involve brand strategy, innovation ideas, category opportunities or campaign recommendations. These exercises take time and draw on considerable professional experience and commercial expertise.
Before setting an assignment, consider whether it's proportionate to the role, what you genuinely need to assess and whether a more focused task would achieve the same objective.
Candidates sometimes tell us they feel they've been asked to share their ideas, only to be left wondering whether the business has used them without any intention of appointing them. We can't know the circumstances behind every hiring decision, but it's easy to understand why this leaves candidates feeling exploited.
Be clear about the purpose of the exercise, keep the brief relevant and proportionate, and provide feedback afterwards. If someone has invested hours in preparing and presenting their ideas, simply disappearing afterwards isn't acceptable.
Recruitment takes time, and getting the right decision matters. But unnecessary delays can cost you good candidates.
Agree the process and key decision-makers at the outset. Make sure interviewers are available, decisions are made promptly and everyone understands who is responsible for the next step.
Be transparent about the role, reporting lines, responsibilities, working arrangements and package from the beginning. For FMCG roles, it's also important to explain the commercial context, the challenges the person will face and what success is expected to look like.
If the role changes significantly during the process, or the offer differs from what was discussed, explain why and have an honest conversation. Unexpected changes and last-minute surprises can damage trust and put an otherwise successful hire at risk.
You don't need to rush important decisions. You do need to avoid losing momentum because diaries haven't been coordinated, feedback hasn't been shared or stakeholders haven't agreed what they're looking for.
Good recruitment is a partnership. Employers, hiring managers and recruitment partners all have a role to play in creating a positive candidate experience.
At Tarsh & Partners, we manage communication, share feedback and help keep the process on track. We can advise and challenge where necessary, but employers must take responsibility for how candidates are treated.
You don't have to offer everyone a job, but you should treat everyone professionally and respectfully. It reflects the kind of business you want people to work for.
Need support with your next hire?
At Tarsh & Partners, we help FMCG businesses find the right talent and navigate the recruitment process from start to finish. Get in touch to discuss your hiring needs and how we can help.
