The following information is from Best Practices in Relationship Management: Enhancing the Candidate's Experience, National Association of Colleges and Employers, National Meeting 2006, printed in the May 2007 issue of NACE Journal.

Enhancing the Pre-Interview Experience

• Attend career fairs and information sessions.
• Personalize the process--after events, send individual messages to impressive candidates letting them know you are interested.
• Provide guidance on qualifications and realistic expectations.
• Participate in career center workshops and offer to make yourself available "off line."
• Personalize your web site.
• Target underclassment and keep in touch with star sophomores and juniors.
• Be honest--if the candidate is not a fit for your organization, refer him or her to other employers, if/when appropriate.

Enhancing the Interview Experience

• Answer questions, share knowledge, be candid, and provide feedback.
• Be detailed about what to expect at each step of the interview process.
• Reference prior meetings, such as career fairs, info sessions, and so on.
• Provide a greeter.
• Be warm, welcoming, and positive.
• Be flexible when scheduling subsequent interviews.
• The candidate site visit is a chance for prospective employees to see the work environment.
• Once candidates are invited for a site visit, each is assigned a partner who calls the candidate once a week prior to the site visit to answer questions--this relationship continues after the site visit.
• Use recruiting "touch points": Call candidates after first-round interviews to schedule second-round interviews; call the candidate to congratulate on being moved forward to a site visit; and call the candidate to schedule the site visit, arrange travel, and cover details.

Enhancing the Post-Interview Experience

If the candidate is not offered a position:

• Provide timely, personal communication (phone call) to inform him/her.
• If the candidate is not a fit, explain why.
• Provide feedback when asked.
• Refer the candidate to other firms if/when appropriate.
• Provide feedback to the career center regarding the student's performance.

If the candidate is offered a position:

• Provide timely, persoanl communication (phone call) to inform him/her.
• Be honest throughout the offer extension.
• Host lunch/dinners when on campus after acceptance.
• Send parent letters, which build name brand recognition and allow recruiters to engage with the family.