The document discusses how candidates' experiences during the recruitment process can impact a company's brand and future consumer preferences. It emphasizes treating all candidates with respect by communicating clearly about the hiring timeline and providing feedback. Negative experiences shared by candidates online or among their social connections can negatively influence others' perceptions of the company. The document promotes developing a strong employment brand through a welcoming, personal and stress-free interview experience to earn candidate advocacy.

1. Julie Bishop is the Founder of
http://www.jobhop.co.uk

2. What’s the impact of candidate
experience on consumer
preferences ?

3. Consumer Candidate
photos by Stuart Miles
How you treat the
“job customer”
can influence the
“product customer”
Treat your candidate like you’d treat a customer

4. 77% of job seekers will
tell others if they ’ve had
a neg ative experience
when applying for a job
52% said a bad interview
would influence their
buying decisions from that
company again in the
f uture

5. Every candidate should be told what the
Recruitment process looks like
Does your candidate know what the Recruitment process looks
like?
When you apply for a job you will know within 14 days by email whether we
would like to skype interview or telephone interview you
Within 7 days of that interview you will be notified by email if we would like a face
to face interview with you.
Once a date & time has been arranged then a confirmation email will be sent along
with details of what the interview process is like, including the length of time.
After the interview you should tell them exactly how to contact
you or your colleague, should there be questions afterwards. You
should also say when you will be getting back to them regarding if
they were successful for the position or not.

6. photo by Stuart Miles
Why does the interview experience have to feel negative to candidates?
They’re nervous before attending the interview
They’ve probably spent hours researching your organisation
They’ve told their family and friends that they have an interview at your company
How awful for them not to hear anything after the event
Candidates are entitled to some closure

7. Every applicant should know why they never received an interview
Every candidate should know why they weren’t successful
Every candidate should be given good feedback afterwards
Every applicant/candidate should be encouraged to be advocates
Think about how many
connections your
applicant/candidate may
have
picture by Master Isolated images

8. Empowered Candidates with connections
everywhere
picture by SMarnard

9. • How many candidates would say no to your
organisation based on what they’ve come across on
the internet ?
• How many have heard that you never get back to
applicants?
• How many have heard the myth that C.Vs get sucked
into a black hole at your company?
• How many would never buy your product ever again
because of the bad interview their friend on
Facebook had with you?

10. Employment brand
Your Employment Brand should start right at
the very beginning
The beginning being the process of acquiring talent
Your Employment Brand should include a
pledge for applicants
Contact julie@jobhop.co.uk to find out more on Employment Branding

11. When you interview someone the top 5 reasons why a
candidate feels satisfied are emotion based
Top 5 drivers
They are welcomed in a warm way
The interviewer shows genuine interest
They are treated in a friendly way
They are treated in a personal way
They are made to feel at ease

13. JobHop can help you with:
Employment Branding
Talent Communities
Social Recruitment
Social Recruitment Training
Social Recruitment Packages
Follow me on Twitter
@jobhopjulie