The Candidate Relationship: Erick Green from Beamery

Do you feel that? That’s the talent competition heating up. In today’s all-time competitive recruiting environment, your candidate relationships are more important than ever before. Creating a unilateral, fleeting candidate experience just doesn’t cut it; candidates expect something deeper. It’s time to create genuine connections with candidates.

For Erick Green, meaningfully connecting with the recruiters at Beamery made the interview process an overwhelmingly positive experience — one that transformed him from a passive candidate who wasn’t looking for a new job — to one of Beamery’s newest account executives.

After introducing GoodTime Hire’s Candidate Relationship Intelligence to their tech stack, Beamery’s recruitment team elevated their interview process to transcend temporary experiences and build genuine relationships with candidates like Erick.

Read on to learn how Hire helped Erick accept Beamery’s job offer by cultivating a top-notch interview process.

Sparking the Candidate Relationship 

Transparent Communication from Recruiters

Transparency in the hiring process is high in demand, yet low in supply. 63% of job seekers are reportedly dissatisfied with the communication — or lack thereof — that they receive from most employers. 

Before interviewing with Beamery, Erick had become all too familiar with this lack of communication. In most hiring processes, he found himself left with more questions than answers: What’s the next step? When will I get a call back? Didn’t the recruiter say they would follow up?

With Hire, Beamery removed ambiguity from the equation with automated, personalized interview invites and reminders.

“The hiring experience at Beamery really stood out to me because they really took the guesswork out of it. I knew when my next call was going to be, I knew who it was going to be with.”

— Erick Green, Account Executive at Beamery

No one likes to be left in the dark, especially when interviewing for a job. Leveraging your tech stack to transparently and consistently communicate with each candidate is a crucial step in crafting a candidate relationship that lasts.

Quick and Easy Interview Process

Interviewing for jobs shouldn’t be a guessing game — and it shouldn’t be a waiting game either. Stringing job seekers along through a lengthy hiring process is a surefire way to tarnish your relationship with candidates and miss out on quality talent. 

In fact, 57% of candidates say that the most frustrating part of job hunting is a long wait time after the interview to hear back from a recruiter, and another 57% say that they lose interest in the open position if the hiring process is too long.

Determined to capture and sustain Erick’s interest, Beamery used Hire’s intelligent scheduling automation to eliminate back-and-forth communication and extensive time spent playing calendar tetris.

“With GoodTime, recruiters don’t have to worry and spend time on entering dates into their calendar and scheduling.”

—  Erick Green, Account Executive at Beamery

When recruiters use tech to reduce the time spent on tedious scheduling tasks, they have more time to focus on the task that really matters: meaningfully connecting with candidates.

Learn More About Erick’s Experience

The companies with the most efficient hiring strategy are the ones that snag the best candidates, and Beamery is living proof.

For Erick, the quality of Beamery’s hiring process made accepting their job offer an easy decision. Thanks to the bandwidth that Hire gave back to Beamery’s recruiting team, the team had time to cultivate a meaningful bond with Erick that he wouldn’t soon forget.

“When you’re not worrying about the scheduling, you can worry about the one-on-one interaction which is going to provide a better candidate experience and ultimately, I think, more hires and quicker hires.”

— Erick Green, Account Executive at Beamery

Watch the video below to hear more about Erick’s experience with Beamery and Hire.

7 Tips for Giving Feedback to Rejected Candidates

Giving candidates feedback is an integral part of a great candidate experience, but it can be difficult to know how to give it to someone who you removed from your interview process. We sat down with Megan Panzer Kageleiry, the Talent Operations Manager at Thumbtack, for some tips on how to give rejected candidates feedback after the interview process.

What’s Your General Framework for Giving Feedback?

Megan: When you’re giving feedback to a candidate, start the conversation with what they did well during the interview. Everyone is nervous when taking a feedback call, so starting with their strengths can make the person feel more comfortable. I then continue the conversation with the areas that I would’ve liked to see them “spike” on. I always make sure that I have concrete data and examples to reference.

The data and examples come directly from the set criterion that we have for what we’re looking for during the interview. Having criteria not only reduces bias in your interview, but also creates a framework for your feedback.

If you’re giving feedback on behavioral aspects of the interview, such as their perceived attitude, it’s a lot harder. For example, if “ownership” is a core attribute we’re measuring them on, I’ll make sure to tie back the feedback to that attribute. If in walking through a situation it appears as though the candidate “passed the buck,” my feedback would be to demonstrate ownership during difficult situations.

Lastly, I always close the conversation by reiterating the things that they did well. You want them to leave the experience with a good taste in their mouth and be motivated for their next opportunity. It takes a fair amount of prep to do these feedback calls!

How Often Do You Give Feedback to Candidates?

Megan: I offer feedback to everyone that makes it past the initial phone screen. However, if someone requests it after their phone screen, I can often make that happen.

Generally, How Do Candidates React to Feedback After They’ve Been Rejected?

Megan: The candidate’s response is usually pretty positive. People that request feedback generally have a growth mindset and take the feedback to improve for their next interview.

This is especially true when you’re giving feedback with data and examples from their interview.

Has a Candidate’s Response to Your Feedback Made You Rethink Turning Them Down?

Megan: Yes! I had a candidate that didn’t knock it out of the park in either the phone screen or the take-home exercise. Because of this, we didn’t move her forward in the process.

When I called her for her feedback call, however, I learned so much about her that I put her back in the process! Her energy and her willingness to accept feedback (and her rebuttals) were huge factors as to why we brought her back in.

What’s the Most Difficult Feedback You’ve Given a Candidate?

Megan: The really difficult feedback to give is typically behavioral-related. I interview candidates for recruiting coordinator positions and, as an RC, you have to be able to give a “white glove” service to everyone that you’re working with.

A lot of candidates I interview have a lot of strengths but struggle to demonstrate strong interpersonal skills, which are important for the role. It’s really difficult to give feedback for that kind of stuff and provide data because it’s hard not to make that feel personal.

When you’re giving feedback, it’s really important to build them up and make them feel confident. In this kind of scenario, I typically tell candidates that it’s important to practice out loud and prep a lot.

I also like to remind them that when they’re interviewing, everyone is cheering them on and that everyone wants them to do well!

Are There Situations Where You Don’t Give Feedback?

Megan: Not really. I always like to give feedback if it’ll be helpful to the candidate in their search.

Generally, What Do You Tell Candidates Who’ve Been Rejected?

Megan: Getting rejected sucks! It doesn’t matter what job it’s for. I think there are a couple of things to keep in mind:

  1. You have to remind yourself that you have no idea what’s happening on the backend of the company and to not take the rejection personally.
  2. Always have a growth mindset, especially when it comes to feedback. Make sure to always thank your interviewer for giving it to you, write it down, and then ask someone close to you about this feedback and see if there’s anything you can do to work on it.
  3. Ask the person who’s giving you feedback about what success looks like for them. This gives you some core criteria that you should work on.

Everyone’s been rejected from jobs and there are so many great companies out there that would be lucky to have you! Take every rejection as a learning opportunity to get better at interviewing. And make sure you practice!

Any Closing Advice for Candidates?

Megan: Never be afraid to ask for feedback! You can always phrase it as a 5-minute conversation or some high-level bullet points that would be helpful. Also, if you love the company, ask them for recommendations of companies that have a similar culture. Especially within tech, people tend to know each other and might be willing to give some recommendations.

Put the Candidate First with an Efficient Hiring Process

Giving candidates feedback in a professional, tactful manner is one of the many ways that you can deliver a valuable candidate experience. But if you want to optimize the entire hiring process from start to finish, you need some extra firepower in your corner. You need GoodTime Hire.

Hire’s automated interview scheduling helps you coordinate faster, hire more efficiently, and boost team productivity. (Plus, you’ll save major time and money along the way).

Discover how Hire can help you transform your interview scheduling.