1. Don’t ghost - sounds intuitive, right? yet, so many companies don’t get back to candidates after they invested time and effort in the hiring process.
2. Don’t stall - waiting for an interview answer can be a nerve-wracking experience. If the time to make a decision is prolonged, keep the candidate informed and notify them when they can expect an answer, even if it’s a general range.
3. Provide feedback - in case you reject a candidate, don’t just respond generically with the “we decided to move forward with more suitable candidates” line. They invested their time and hopes in the process and what you can give back to them is extremely valuable — feedback. For example, “we feel your storytelling and data/python capabilities need to improve.” For even better feedback, be as specific as possible and, if possible, share examples from the interview. Some candidates might push back on the feedback, but most will appreciate the opportunity you gave them to improve for their next opportunity.
4. Collect feedback - both from candidates that were rejected and hired. Besides the fact that it will help you learn and improve your hiring practices, you are giving candidates a voice, which is a way to show respect and appreciation.