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CANDIDATE EXPERIENCE

Defined: The collective result of all of the interactions (voicemail, email, in person) that we have with candidates in
the recruitment and hiring process .

A great candidate experience even if we pass on a candidate, comments might be:
• “It was a pleasure meeting you. I appreciate you keeping me in mind for future positions. I was very
impressed with Fox and the people I met.”
• “I have accepted an offer with another company. Please keep my info on file. Thank you so much for all
your help. I admire the great things you are doing at Fox.”
Why?

• Our candidates are also our guests – our reputation is always at stake .
• Great Hospitality Every Time . . .with our applicants!
• Candidates have many options for employers .

• We need to continuously improve – strive for excellence .

INTERVIEW PREPARATION

Best Practices

• Email/call candidates to make an appointment for an in-person interview . Candidates prefer email .
• Screen and move all candidates to the appropriate disposition on the online applicant tracking system
within 72 hours of receipt of their application .
• Make eye contact with your “yes” candidates within 72 hours of receipt of their profile submission .
• “No” candidates, if you never interviewed, no action needed .

• Clearly state the next steps of the interview process including “closing the loop” .
• 2 visits max recommended for interviews/stage – find a way to combine steps to speed up the process .
The Application

• Keep application for one calendar year .
• Do not write on applications .
• Applications are legal documents to be written on only by the candidate – handle with care .
• Ensure that the application is signed .

• Ensure that all work history is complete – do not accept “see resume” .

8 8 Revised February 2014