Recruiters and HR teams now have the added responsibility of making the applicant experience better. Candidates nowadays typically have their pick of employment offers in today’s candidate-driven economy. Creating a pleasant candidate experience is crucial for this reason.
Employers are going to greater lengths to make the application and interview processes enjoyable for job seekers. In addition to attracting top talent, this will help you hold on to the good employees you already have.
Furthermore, if the application process is interesting and easy, prospects are more inclined to work hard once hired. Because of this, HR and recruiters must reevaluate their application procedures to make them more candidate-friendly.
What is the candidate’s experience?
The candidate experience encompasses all aspects of a candidate’s interaction with a company’s brand, from the first job posting to any further correspondence with the employer. There is a chance to strengthen candidate connections and demonstrate your company’s value at every stage.
If applicants have a good experience, they are more likely to become employees, but if they have a bad experience, they are more likely to quit the hiring process completely.
So, to help you make the hiring process easier for applicants, let’s examine each step of the process in detail, from finding a job to applying, interviewing, and onboarding.
Why is the candidate’s experience important?
To clear up, the candidate experience matters since you want your company’s reputation to be noticeable, particularly for the candidates who were not hired. Their level of interest in returning to your organization is directly related to how they felt about the selection process as a whole.
If you have a large pool of applicants for a job opening and four or five of them are a natural fit, you might want to consider having them reapply for other opportunities within the firm or for the same position when it becomes available in the future. Since you are already familiar with them, you may save both time and resources throughout the review process. It says a lot about their want to work for your firm as well.
Additionally, they may publicly discuss their negative experience with you with friends, coworkers, and peers in their network if they have a bad encounter with a candidate (which happens to everyone sometimes). If other qualified individuals see that and decide not to apply for the positions you have available, it will reflect poorly on your employer brand.
What are the benefits of providing a positive candidate experience?
There are several ways in which your recruitment outcomes may be enhanced by ensuring a favorable prospect experience. A couple of things will occur when your candidate experience is strengthened:
You will attract a greater number of applicants.
More people will complete your application process if it is brief and easy to understand. According to Appcast, application conversion rates can increase by as much as 35% if the application process is kept to five minutes or fewer. More mobile candidates can be attracted to a mobile-optimized career site, according to our findings.
You have the opportunity to compete for top talent.
You could get ahead of the competition and attract top talent by simplifying the application process for potential employees. Forty percent of applicants turn down offers because they received a speedier offer from a competitor, according to Top Echelon Network. Making a good impression on top talent by providing an exceptional candidate experience will enhance their desire to work for your company.
The caliber of your staff will be enhanced.
In addition to being an integral aspect of the hiring process, your candidate experience may serve as a persuasive tool to attract and retain top personnel. There is an improvement in the quality of hires when businesses increase communication with candidates, according to American International Group. Even the most qualified applicants will be more likely to accept your job offers if you cater to their wants and needs as they go through the recruiting process.
Your brand’s visibility will be enhanced
When you provide a remarkable candidate experience, they will spread the word and share their thoughts online. This raises the profile of your company and its products, which might increase the number of people interested in working with you or purchasing your products. When asked about companies that treated them with respect during the hiring process, 71% of candidates said they would be more inclined to buy from that firm. This information comes from Software Advice.
How to Create a Great Candidate Experience:
Get a feel for the candidate’s journey through the recruiting process by drawing a picture of it from their point of view. Then, at each stage, consider how you might make it better. Here are some general methods to create a fantastic candidate experience during your hiring process. Keep in mind that there may be extra stages to consider.
1. Evaluate the employer brand and associated materials.
You should make sure that the recruiting process and the candidate experience prospects have when learning about your firm are in line with your brand values since they are introducing them to your employer brand. Consequently, if you haven’t already, you should establish your employer brand and create material that reflects your values as an organization.
An appealing company page on popular career portals like Indeed and Glassdoor, along with an attractive and easily accessible career page that gives candidates an idea of working for your company and what makes you a great employer, is a must. Additionally, be sure to respond to any reviews you may have received as an employer.
2. Craft an enticing job advertisement.
You want to make a good impression since your job post is sometimes the initial point of contact between your firm and an applicant. In addition to outlining the duties and responsibilities of the position, your job posting should emphasize the benefits of working for your firm and the position itself.
To make the most of your job posting, refer back to the job description you drafted when you realized your organization needed to fill a position with certain abilities. Watch out for jargon or expressions that can come off as perplexing to people outside of your HR department, and make sure to use plain, clear language instead.
3. Ensure it is simple to use.
Applicants should follow the steps outlined in your job posting to submit their application. It ought to be an easy and uncomplicated procedure. Although you might ask applicants to submit their resumes and cover letters, accepting online submissions would be more efficient.
But applicants will rapidly lose interest if you have them sign up for an account, log into your recruiting software, and retype their résumé and biography by hand. For this reason, it is important to keep the procedure brief and easy to understand so that applicants may prepare themselves.
4. Be responsive, appreciative, and manage expectations.
An application acknowledgment email is a good place to start when responding to prospects; it should thank them for applying and advise them of what’s next, including an approximate timescale.
Before choosing which prospects to interview, either virtually or in person, you may need to give them extra screening questions or tests. Notify the candidate politely and quickly that their application will not be further examined after you have decided not to move further with it.
5. Create a positive interview experience.
Make sure the interview goes off without a hitch by devoting some time to preparation. Sending a candidate an email outlining the specifics of the interview, including when it will be, how long it will last, and what they should bring or prepare, is a good first step after deciding to ask them for an interview.
6. Keep candidates updated.
Sending an email to applicants after an interview is a great way to demonstrate gratitude for their time and let them know when they might expect a decision. An official employment offer letter and a phone call informing the candidate of your decision to extend an offer should be sent out as soon as possible. Be polite, thank the unsuccessful applicant for considering you as an employer, and ask for input to help you improve the candidate experience. Notify unsuccessful candidates as quickly as possible that you have chosen to go with another candidate. Be careful to keep in touch and include them in your talent pool, as you could have had other excellent prospects.
Concluding remarks: Pay attention to detail for an engaging applicant experience.
The small details may have a significant impact on creating a favorable candidate experience. Being kind, careful, and thoughtful are all part of this. Make sure that candidates have an amazing experience and have a good impression of your firm by exceeding their expectations throughout the whole hiring process.
