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In a competitive and volatile job market, finding the right employer that’s the perfect fit — at least right now for some candidates — can be a full-time job in itself.
In the same vein, with the “quiet exit” still on the rise, a company’s leaders may suddenly find themselves back on the recruiting trail. Candidates can become jaded or turned away from a brand that may have once been their ideal place to work if they perceive that their time and energy applying to certain establishments is not valued during the search process at work and interviewing.
To make the interview and talent acquisition process a little more bearable, as well as increase the chances of better results and transparency, we asked 15 experts from the Forbes Human Resources Council for their advice on the most important rules of etiquette , hiring managers or hiring representatives should never overlook when screening potential new hires.
Members pictured left to right.
Photos provided by individual members.
1. Practice privacy
Privacy is key! Companies want to avoid lawsuits at all costs. Therefore, a good rule of thumb is to allow HR autonomy to do what is in the best ethical interest of the company while respecting the candidate’s privacy. – Charissa Cromwell, Visual Connections LLC
2. Make a great first impression of your company
Communicate. Be authentic and respectful. The experience leaders have in the hiring process, whether it leads to an offer or not, is a reflection of your employer brand and how you present yourself and your organization to the world. -Tori Clark, Bridge Partners
3. Be honest and transparent about the role
In addition to the highly visible experience of candidates, managers must be fully aware that candidates are also interviewing them. Encouraging transparency and honesty in the hiring process translates into respect. Being honest about the role, both positive and negative, is critical to a great outcome, even if they don’t accept the position. – Julie Hankins, NNIT
4. Make every job applicant feel welcome
At PainTEQ, we begin the interview process with the mindset that we want all candidates to feel welcome and comfortable with minimal surprises. To ensure this practice, I recommend that hiring managers share an interview itinerary in advance and discuss what the process will look like. Our company informs applicants that its HR representatives will not ask any behavioral questions and would instead like to have an open dialogue where we can get to know each other. – Kali Stanfil, PainTEQ LLC
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5. Express your gratitude to each interested participant
It is very important to express gratitude to people in the hiring process. This applies not only to the candidate who invests time in considering the team, the opportunity and the company, but also to the recruiters and everyone else involved. After all, saying “thank you” to everyone who helps the line manager achieve his goal of hiring top talent is the only normal thing to do! – Akhilesh Nair, Talent Group Partners
6. Respect the candidate’s time
The interviewer should respect the candidates and their time. Delay is unacceptable. Yes, you are busy, but consider the other side of the table. Many companies have turned the interview process into a marathon. Is it really necessary to schedule four or five interviews on the same day? Does your company typically drag out the hiring process for weeks or months? These are surefire ways to turn a potential candidate away from your company. – Gordon Pelos, CompTIA, The Computer Technology Industry Association
7. Provide a microsite or contact for ad hoc questions
Timely communication with all participants is critical. One way to ensure this is by creating a microsite where applicants can access useful information such as logistics and contact details. You can also connect promising interviewees with a potential future teammate who can answer ad hoc questions, keep the candidate engaged, and be a familiar face if the candidate eventually joins the team. – Patrick Donegan, SEI
8. Complete the full interview with each initial prospect
If the hiring manager is not interested in a candidate, it is a professional courtesy to continue with the interview time and answer questions. The candidate’s experience is crucial and cutting the interview short based on lack of interest creates a risk to the company’s reputation. – Britton Block, Federal Navy
9. Learn how to pronounce the job applicant’s name
Correct pronunciation of the applicant’s name is important. Not only is this a basic sign of respect, but it’s also the first step in creating an inclusive workplace. You want potential employees to feel respected, valued and seen, and it’s so easy to ask. Take the time to make people feel welcome by saying something like, “Would you mind saying your name for me? I want to make sure I understand it correctly. – Ursula Mead, InHerSight
10. Embrace cultural differences
Cultural etiquette should never be overlooked when hiring, especially when interviewing for global teams, as different cultures can define interviewing styles and nuances that can affect the overall hiring process. This can be avoided by including an interviewer familiar with the interviewee’s cultural customs, both to take local nuances into account and to make the employee feel more comfortable. – Rick Hamel, Atlas
11. Don’t dwell on ghost job applicants who aren’t moving forward
Communicate immediately with every job applicant, even if it’s to send a meaningful message about how they’re not moving forward in your process. Ghosting job applicants in 2023 is an unacceptable practice. – Joshua Siler, HiringThing
12. Think carefully about your interview questions
Never ask inappropriate questions about an applicant’s personal life, beliefs or protected characteristics such as age. Depending on state laws, additional topics may be legally excluded from coverage. Regardless, managers should never leave a candidate wondering if talking about his place of worship or sexual orientation might have cost him the job. Otherwise, companies risk applicants taking legal action. – Nikki Jorgensen, Insperity
13. Disclose salary range information up front
Managers should never ask a candidate for their current salary. Instead, they should disclose the applicant’s salary range so that compensation is known immediately. – David Weaver, Compensation and Human Resources Group
14. Give candidates your full attention during the interview
It is important that hiring managers focus solely on the interview. I once had a panel interview where one of the interviewers answered his cell phone twice and had these conversations without leaving the room. Needless to say, I withdrew my application because if I wasn’t valued and respected in the interview process, I could expect to receive more of the same as an employee. – Bridget Wilder, Wilder HR Management & EEO Consulting
15. Treat potential candidates like your customers
Responsiveness to candidates is key. How companies communicate with candidates throughout the process is a strong indicator of the resources they will have to be successful. In this way, treat potential candidates as you would a customer. Keep them engaged and answer all their questions promptly. Ultimately, the hiring process is all about making the potential employee feel valued. – Lori Chamberlin, LHH
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