It’s important to hire the right people for your team, but it’s also important to create the best possible experience for those who interview with your company. When you create a positive experience, you not only leave a memorable impression on top talent, but you help boost your company’s overall brand.

Candidates who are treated well during the interview process are more likely to sing your company’s praises. The opposite is also true. If you treat candidates poorly, they may advise other jobseekers and customers to avoid your business.

So, how can you make the interviewing experience a good one? Beth Sunshine, partner and VP talent services at The Center for Sales Strategy, has outlined a few tips, which we share in this issue of PromoPro Daily.

Start with a stellar job description. The right description can magnetically attract those who are a good fit while repelling those who aren’t, Sunshine says. Be honest and transparent in your descriptions.

Simplify the application. Jobseekers generally apply to numerous positions, so make your process seamless. Consider making your application mobile-friendly and shorten the application as much as possible. Another tip? Sunshine says don’t ask for salary history.

Communicate well. Don’t leave candidates guessing about next steps. Let them know the interview format, including how many people will be involved and how long the interview should last.

Ask thoughtful questions. You can be a smart interviewer by preparing a list of questions in advance. Sunshine recommends including a mix of both “talent” and “fit” questions. She says you can take notes to capture important points.

Take pride in your talent bank. When you meet candidates who have a lot to offer, but they’re not right for the job you’re interviewing for, don’t cut ties, Sunshine says. Tell them what you especially like about their talents, skills or experience, and ask if you can stay in touch with them.

Give strong feedback. Sharing specific feedback is another way to elevate the candidate experience. Many jobseekers get vague responses — or none at all — from prospective employers. Let candidates know what you liked about their resume or interview and share at least one way they could improve as they move forward, Sunshine says.

Request feedback. On the flip side, ask candidates how you could improve your interviewing process. Consider sending jobseekers a candidate experience survey in which they rate things like the application process and your follow-up communication.

Everyone who interviews with your company should walk away from the experience feeling good. And even if they don’t get the job, they should still respect your business because of the positive interactions they encountered. You can help elevate the candidate experience by applying the insights above.

Compiled by Audrey Sellers

Source: Beth Sunshine is partner and VP talent services at The Center for Sales Strategy, a sales performance consulting company.