Create a positive first impression by treating candidates respectfully throughout the hiring process. Read on for simple steps that encourage talent to join your team!

Ann Clifford

Dos and Don'ts
Can you ask a candidate with a visible disability if they will require reasonable accommodations to perform essential job functions?

See answer provided below.

R-E-S-P-E-C-T Your Candidates!
Treat candidates with respect. It costs nothing, yet has big returns. Openly demonstrate that you value their time. Provide relevant, timely information to candidates about the hiring process and their status. Even if they are not hired, they will maintain a positive impression of your company which they may share with others.

Be honest. Accurately describe the opportunity and company. If a candidate is misled, they will likely be disgruntled if hired.

Be responsive. Identify a contact person who candidates can call for answers to their questions. This person needs to be friendly and well informed.

Be informative. Communicate with candidates frequently about next hiring steps and their status in the process. If a change or delay is required, call them promptly.

The Interview Day!
Just as candidates want to make a good impression during an interview, it is equally important that the interviewer does the same. Make the office interview a positive experience by following these tips:

Reception: Make your candidates feel welcomed by being on time for the interview. Greet them in the lobby or have them escorted to your office.

Break the Ice: Ease into the interview with a discussion of general topics. Ask about their commute to your office, the weather, or current events.

Expectation: Describe the interview schedule by letting them know who they will interview with and how long it will take.

Show Interest: Make eye contact, listen actively, and ask relevant questions.

Safari Interview Tip
In final interviews, ask candidates about your hiring process. What did they find most valuable? Did they meet everyone they wanted to? What information do they still need in order to make a decision? Any suggestions for improvements?

Safari Success Story
Congratulations to our client, Polymer Technology Systems, Inc., for receiving the 2007 MIRA Innovation of the Year Award!

Safari News
Congratulations to Allison Witmeier on her recent promotion to Senior Project Manager! Her dedication to the success of Safari Solutions and its clients is greatly appreciated!

Did You Know
Candidates' #1 pet peeve is an employer that provides limited or misleading information.

(Source: "10 Things Candidates Hate; 10 Things They Love", Allison Boyce)

Safari Quiz
What step in the interview process are candidates the most dissatisfied with?

A. Job Information
B. Follow-up Communication
C. Interview
D. Initial Communication

Answer to Today's Dos and Don'ts
Can you ask a candidate with a visible disability if they will require reasonable accommodations to perform essential job functions?

It is a candidate's responsibility to make you aware that some kind of accommodation is necessary to perform essential job functions. However if a candidate discloses a disability or has an obvious disability, it is legal and reasonable for you to ask how they will perform a required task that may be impacted by the disability. Best practice: Provide candidates a full list of job duties, then ask the candidate if he or she is capable of doing the job or if they need reasonable accommodations.

(Source: "Ask me anything. But Not That," by Elaine Landau )

Answer to Safari Quiz
What step in the interview process are candidates the most dissatisfied with?