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Are you courting your candidates?

Best Practice Advice for a great Candidate Experience

If you are currently recruiting a role have you thought about how you will ‘court’ your candidates and make sure your job is the one they will want to accept? In today’s candidate driven job market a candidate will be weighing up you and your business to see if it’s where they want to be.

Here at Copeland we get daily feedback from candidates on how they have been treated during interview processes. We’ve seen and heard it all – candidates who accept a job and then during their notice period get approached for a different role and turn down the original offer.

Here are some best practice activities that automotive businesses use to ensure they create the best ‘candidate experience’, both during the interview process and leading up to a new employee joining.


Before the interview….

Brief the candidate/ recruitment agency well on the interview process, format, panel and any preparation required

Provide a well written job description which accurately describes the job function, reporting lines, area of influence, and required skills/competencies

Be flexible on interview dates / times

Be realistic about what you ask candidates to prepare – particularly for a first interivew


At the interview…

Greet the candidate warmly & make them feel welcome

Tell them about your business, its’s ambitions, developments and why it’s a great place to work

Explain the context of the job and how they would fit in to the bigger business

Show them around the building – let them see where they would work and who they would work for.

Be interested in them – use positive body language

Confirm what their salary/package expectations are and when they are available to start

Ask the candidate if they have any questions or concerns about the role and what other roles they are considering


After the interview…

Don’t  delay with 2nd interviews or moving to job offer (good candidates will probably have multiple options)

Make a strong offer in line with the candidate’s expectations

Be prepared to negotiate – if you really want them

Get written contracts out quickly – by email

Once they have accepted the job and are working their notice period – keep them engaged in the job and your business. Keep in touch with them, invite them to events or meetings, send them emails or call them to discuss their start and induction programme.


If you need help with any current vacancies please get in touch: julia@copelandselect.co.uk

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