Dear ApplicantStack Customer,
I am writing to let you know that we are with you as we face the COVID-19 global challenge. I know this is affecting your family, your employees, and your livelihood. I know you have concerns, just like I do.
I want you to know we appreciate your business. We understand that this is a difficult time and are dedicated to providing continuous, uninterrupted service during our national response to the COVID-19 pandemic.
We know you depend on our ApplicantStack solution to run your business. We also realize that our solutions may be more important than ever as we all consider how to hire, onboard and manage a workforce remotely or under changing conditions.
We are working through many of these challenges as well.
I want to assure you we are working to help your business during this critical time. Your business is important to us, and we know you depend on us for support. We are grateful to you and hope you and your team are safe and healthy.
Steps we’ve taken as a company
We have taken the following steps to protect the health of our employees and ensure our services and support will continue for you without interruption:
- I have instructed all staff to work from home and to remain as isolated as possible for the next two weeks. We feel strongly that we must do what we can to help “flatten the curve” and our solution is to work remotely.
- Our phones have been re-routed through our telephony service so that operations will continue without interruption. All inbound calls will be answered as normal.
- Our servers are safe, secure and under the constant watch of our technical staff who have full access as normal.
Our HR team is in contact with our employees and monitoring their health status so we can respond accordingly. Fortunately, our team is healthy. I hope yours is as well. We are following guidance from the Center for Disease Control and local health agencies for reducing the rate of transmission.
We are doing everything we can to make sure that SwipeClock service and support will continue to operate without interruption, our solutions will be available without interruption, and that we continue to deliver product improvements that we’ve promised.
If you have any questions, I invite you to call us at 801-617-1234.
—Coleman Barney, SwipeClock CEO
At some point, every employee goes through the hiring process. From entry-level workers to executives, most candidates submit applications and, if they make it to this step, should receive candidate interview feedback.
Providing candidate interview feedback can seem painful, regardless of whether or not you are hiring the person. As the interviewer, you’re criticizing someone’s performance. What if the candidate becomes defensive? It’s tempting to only offer candidate interview feedback if you’re asked for it. Don’t take the easy route here. Candidate interview feedback can benefit you as well as the prospective new hire.
How Candidate Interview Feedback Helps You
Practice Makes Perfect
The ability to deliver constructive criticism is an essential leadership skill. Even if you’ve read the best HR books out there, there’s no substitute for practice. Delivering feedback to an interview candidate is the perfect way to hone your technique, particularly if you aren’t going to hire the person anyway.
Determine What You Want
Giving feedback to your interview candidates allows you to critically analyze exactly what you’re looking for in this new hire. This is especially important for higher-level candidates, who will have a significant impact on your company. As you assess what you did or did not like about a candidate, you can change your hiring strategy accordingly. Learn more about what you don’t want, and you’ll be better able to articulate what you are looking for.
Establish a Relationship
Offering candidate interview feedback sets the stage for a future relationship with an applicant. You want this person to feel eager to re-apply in the future, or for a different position. Maybe this person has someone in his or her network who is thinking about applying. Candidates should leave feeling good about your company – even if they aren’t offered a job. The best way to do that is by taking a vested interest in their careers.
When 51% of job applicants share their interview experiences on social media, you want to make sure that experience is a positive one. More than half (61%) of applicants search for company reviews, and what they see affects whether or not they apply.
How can you make sure you’re providing a good experience as fodder for those positive reviews? Offer candidate interview feedback. One study found that 66% of applicants who didn’t hear back from a company felt negatively towards that company. Over half were unlikely to apply for another job there as a result. Giving candidate interview feedback can seriously impact your company brand – and the people who choose to apply to future job listings.
It’s never easy to tell candidates that they didn’t get the job. But offering candidate interview feedback makes it less painful, since they aren’t left wondering what they did wrong. It’s a win-win for you and your applicants.