Screening, Assessment, Interviewing

Adding a Personal Touch for Improved Hiring

ManpowerGroup Solutions has released a report, “Making the Connection: Best Practices in Candidate Experience,” based on research into candidate preferences, behaviors, and motivators. The report finds one in three prospective employees wants to receive more detailed information—not only about the specific job opportunity, but about the company itself—as well as more frequent, human connection.

The report was made from a survey of more than 200 U.S. job seekers, and it reveals the importance of access to accurate and expansive information about an employer’s value proposition and the position itself. More than 35% of prospective employees also want organizations to initiate more frequent conversations in all phases of the hiring process. This includes status updates at key stages, such as completion of background checks, and even feedback on why the candidate didn’t get the position, if that is the outcome.

“Technology is turning into a hygiene factor—it’s a basic expectation. But companies don’t need the latest and greatest technology as much as they need to make sure their interactions with candidates are meaningful and considerate,” said Melissa Hassett, vice president of client delivery for ManpowerGroup Solutions’ recruitment process outsourcing. “Personal interaction and individualization of the recruiting process goes a long way toward attracting the best talent. And letting people know as soon as they’re not selected is just good manners. That’s what protects the employer brand.”


Get a leg up on next year’s recruiting, today! Start on Tuesday, December 1, 2015, with a new interactive webinar—Recruiting Trends 2016: Rise of Reputation Sites, Changes in Candidate Behavior, and What Recruiters Must Do. Learn More


ManpowerGroup Solutions’ research points to the importance of getting back to basics when it comes to closing the gaps on candidate preferences and experiences, and recommends implementing several candidate-centric best practices, including:

  • Automate less, talk more. Company reputations suffer when proactive candidates attempt to follow-up on their applications, only to be lost in endless voicemails.
  • Touch at the touch points. Candidates should receive calls at critical milestones of the hiring process, such as completion of background checks and drug tests.
  • Tell them when they’re out. Candidates want employers to tell them when they are out of the running—at any point along the process.
  • Referrals come first. Employee referral programs are only successful if the referrals are considered before other applicants.
  • Don’t be coy about compensation. Everything related to compensation and benefits should be spelled out as early in the process as the organization feels comfortable.
  • Use social media. Savvy companies encourage social media use by employees and don’t script or control their messaging.
  • Get out the welcome wagon. Inviting a smaller number of prescreened candidates to a hiring event satisfies their preferences for being able to present their qualifications in person.
  • Smart phones, smart candidates. While many of today’s candidates want a human connection, they also want to be able to access information and application processes directly from their smartphones.
  • The “just-in-time” candidate information delivery system. Employers interested in improving the candidate experience should ask only for the information necessary at each step in the process.

The candidate experience is just part of the recruiting process. Taking control of your reputation is also one of the best ways to make sure the best talent walks through your door. Fortunately there’s timely help in the form of BLR’s new webinar—Recruiting Trends 2016: Rise of Reputation Sites, Changes in Candidate Behavior, and What Recruiters Must Do. In just 60 minutes, on Tuesday, December 1, you’ll learn everything you need to know about the latest recruiting trends.

Register today for this interactive webinar.


Want to learn how to find and keep the best talent? Join us Tuesday, December 1, 2015, for a new interactive webinar, Recruiting Trends 2016: Rise of Reputation Sites, Changes in Candidate Behavior, and What Recruiters Must Do. Earn 1 hour in HRCI Recertification Credit and 1 hour in SHRM Professional Development Credit. Register Now


By participating in this interactive webinar, you’ll learn:

  • Why you should care about the rise of reputation sites going on now 
  • What your executive team needs to know about online reviews 
  • How candidates are using reputation sites in their decision-making process 
  • How online reviews affect recruiting results 
  • Steps you can take to manage your online reputation 
  • How to create an interview experience that addresses candidates’ natural concerns and allows them to gather their own information 
  • And much more!

Register now for this event risk-free.

Tuesday, December 1, 2015
2:00 p.m. to 3:00 p.m. (Eastern)
1:00 p.m. to 2:00 p.m. (Central)
12:00 p.m. to 1:00 p.m. (Mountain)
11:00 a.m. to 12:00 p.m. (Pacific)

Approved for Recertification Credit and Professional Development Credit

This program has been approved for 1 credit hour toward recertification through the Human Resource Certification Institute (HRCI) and 1 credit hour towards SHRM-CPSM or SHRM-SCPSM.

Join us on Tuesday, December 1, 2015—you’ll get the in-depth Recruiting Trends 2016: Rise of Reputation Sites, Changes in Candidate Behavior, and What Recruiters Must Do webinar AND you’ll get all of your particular questions answered by our experts.

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Train Your Entire Staff

As with all BLR®/HR Hero® webinars:

  • Train all the staff you can fit around a conference phone.
  • Get your (and their) specific phoned-in or e-mailed questions answered in Q&A sessions that follow the presentation.

Find out more