Candidate Experience

Ensure you have completed all prior steps for recruitment before proceeding.

Candidate experience is how job seekers perceive the university’s recruitment and onboarding process. A positive candidate experience is integral to attracting top talent and building a strong employer brand.

Why creating a great candidate experience so important:

  • A positive employer reputation draws in passive candidates who may not have initially considered applying directly to the university.
  • Candidates often share their experiences on platforms like Glassdoor and Indeed, influencing the university’s public image.
  • A good candidate experience, even if they aren’t a fit for a specific role, encourages them to apply for other opportunities within the university.

Tips

1. Create a recruitment timeline
  • Include specific components such as: establishing a shortlist deadline, estimating the number of interviews and pre-blocking calendars, considering time required for reference checks and pre-hire processes and determining the ideal start date.
  • Adhere to your recruitment timeline to keep candidates engaged and avoid potential loss of candidates to other opportunities.
  • Strive for timely decisions to reduce any unnecessary waiting periods.
2. Clear communication
  • Communicate established recruitment timeline, informing them of contact points. If there’s a delay, update them promptly with a new timeline.
  • Clearly communicate expectations for each stage, ensuring transparency.
  • Tailor communications to each candidate, addressing them by name and personalizing messages when possible.
  • Communication may occur through a phone call or email.
3. Inclusive practices
  • Ensure communications and materials are accessible to candidates of diverse backgrounds and abilities.
  • Embrace inclusive hiring practices that welcome candidates from various demographics.
4. Consistent employer branding
  • Create a welcoming environment, making candidates feel valued and comfortable.
  • Share insights about the university’s culture and values during interactions.
5. Feedback
  • After your new hire accepts, promptly inform unsuccessful candidates.
  • As a courtesy, advise unsuccessful internal candidates if they have not been selected for an interview or were unsuccessful in the interview process.
  • Offer constructive feedback to candidates.
    • Thank them for their time.
    • Briefly summarize why they were unsuccessful and offer areas for improvement.
    • Wish them well.
      • Example: Thank you for your interest in the [job title] position with the University of Alberta. We appreciated the opportunity to meet with you and learn more about your background and experience. Although we were impressed with your [candidate strength], we regret to inform you that we have chosen a candidate with [more experience or a skill]. Best wishes for your career search.
        • Should the candidate request further details, was unsuccessful due to unsatisfactory references or is a current employee, please contact your HR Partner  for guidance.
Recruitment Process Accommodations

Candidates can request accommodation at any stage of the recruitment process by reaching out to the Staff Service Centre at 780-492-8000 or Submit a General Inquiry with the competition number. Shared Services will collaborate with the HR Partner and Hiring Manager to make every effort to meet their needs.

Need Support?

Shared Services Talent Acquisition, Immigration and Support can provide recruitment support related to the following:

  • Job postings
  • Recruitment folder set-up
  • Initial screening
  • Immigration
  • Recall and duty to accommodate
  • Reference checks
  • Moving and relocation
  • Records management
  • Offer letters

Your HR Partner  can provide support for interviews at the leadership level and any other questions throughout the steps for recruitment.

Foundational Recruitment Resources