Hiring a candidate doesn’t mean that you have won the war. Actually, it has just begun. The subsequent experience of the candidate after hiring results in either them starting to feel excited about working for your company or you finding resignation papers soon on your table. Candidate experience is an integral part of the hiring process and it has a huge impact on your employer brand. Having bad reviews on websites such as Glassdoor or negative feedback from candidates appearing for interviews can adversely affect your brand value. Get more informed below. If you need help hiring new employees then look no further than Recruiteze. Our free online ATS for small business recruiting and hiring gives you a leg up over your competitors. Get started with the best recruiting software today by clicking here.
The interview and the onboard candidate experience decide the fate of the company. As per a report by the Talent Board, it was found that around 74% of the candidates plan to join the company when they have a satisfactory and positive interview experience.
Because your recruitment drive can either boost or harm your bottom line, you can’t afford to ignore the questions given below about your candidate experience. But, you must first understand what is actually meant by “candidate experience”.
Candidate experience is the reaction or feedback that a job seeker/applicant has about the organization’s job application process. “Candidate experience” has become a high priority for HR managers these days. A well-designed recruitment process certainly reduces the time taken by a candidate to apply for any job vacancy.
ATS or Application Tracking System also boosts the candidate experience by automating the responses that go out at various stages of the application process.
1. How much faster is your recruitment process?
According to SHRM, the average amount of time required to fill a vacancy is 35-40 days. But this period is too long for most candidates in changing times. The candidates now days are used to near-immediate turnarounds in their consumer interactions.
When we talk about best candidate experiences, the organizations streamlining their hiring drives with the latest technologies stand out from the rest. The response is quicker, certainly not immediate, but they generally respond within hours or at maximum a day.
The companies using automated scheduling to coordinate interviews tend to meet the expectations of the moderns job seekers. Certainly, this faster candidate experience puts the employer in a really stronger position to tap the creamy layer before they are lured away by competitors.
2. Is your recruitment drive “EASY”?
There are certain factors which act as a turn-off for candidates such as complicated job applications, counterintuitive career sites, and requests for multiple onsite interviews. Again, it’s time to go with the flow i.e. make your complete recruitment drive painless by powering it with the smartphone. Give the candidates an opportunity to apply, interview, and engage via smartphone with your organization.
3. Is your recruitment drive transparent?
Gone are the days when the candidates waited for months/weeks for the final decision. Now, two out of every three job seekers will not wait for more than a couple of weeks before moving into another lucrative opportunity.
Regular status updates, responsive email replies, and frequent communication keep the hiring process transparent. In fact, these factors make the candidate feel important and that impacts their attitude towards the company and regarding the job offer as well. The more you make the communication personalized, the better it is.
The candidate should be aware of the application status from start to finish and what is expected of his candidature at each stage. You can use a detailed flow chart over your website or portal for candidate management system. Another way could be mapping out the complete hiring process on the interview room wall.
4. Does your hiring drive allow the candidate to put their best foot forward?
Do you know about the most critical element for a positive candidate experience?
It is the opportunity and exposure you offer the candidates to present themselves well. As per the same Talent Board report (mentioned earlier), it was stated that the candidates are more satisfied with your candidate experience when they are offered more opportunities to present their skills.
So, the most important question which you should ask the candidate before signing off the phone screen or the interview is:
“Is there anything you didn’t get a chance to tell us that you think we should know?”
Irrespective of the selection/rejection of the candidate, the answer to this question will make him feel satisfied that he got every opportunity to put his best foot forward.
5. Is it good to hire from social platforms such as LinkedIn? What type of negative/positive impact could this make if the person was not selected for the role?
There are many candidates who will connect with you over social platforms such as LinkedIn but it may turn out that you don’t hire them for some random reasons. But, there may be a significant number of candidates who impress you and get hired.
Be nice to each one of them whether you hire them or not. You never know who you might ultimately select and who could be encouraging others to consider you.
6. Do you take efforts to explain specifically why a candidate has not been selected? Do you provide genuine feedback?
There is no legal standard which says that you are answerable to any candidate. But there may be some trained and compassionate recruiters who are ready to take down the risk and manage to draft a detailed feedback to the finalists.
Well, it is recommended to share the feedback to candidates to the extent it is practical. If you do not share, the candidates will not be doing better in the upcoming interviews and will fail to re-apply when they are more competitive.
Ask the candidate about his experience irrespective of whether he got the job or not. The feedback should be shared with the hiring managers and other persons involved in the hiring drive. Thereafter, it’s time to tweak your recruitment processes based on the feedback received.
7. When does the “candidate experience” officially change to the “employee experience?”
Getting a candidate onboard is teamwork between the hiring managers, talent acquisition team, and the higher authorities. The thing that seriously needs to be endorsed is that the candidate experience shouldn’t be ‘better’ than the environment they would be working in as otherwise you may be promising heaven and sending them into hell.
We all have read that that it’s the ‘attitude’ and ‘behavior downstream’ that matters but that’s not 100% true. It’s always going to be the ‘selling’ attitude that people will reward. The times have been changing and it’s the satisfaction among both the parties (employer and the candidate) that matters a lot.
8. Staging the onsite interview process
For the personal interview process, it’s always better to dedicate a person to greet the candidate and make sure that the breaks are engaged as well. Some light snacks or a quick office tour would suffice. This will help in making the candidate experience warm and pleasant.
Before the interview or a day before, share the interviewer’s profile and links to LinkedIn profiles. Make complete information available to the candidate regarding his/her travel and everything else which you think he might need throughout the day.
If the interview is getting rescheduled or if you are rejecting a candidate, a phone call is a must. Don’t reject a candidate via e-mail after he has already come to your office.
In fact, even if the position the candidate has applied for gets filled, it’s your duty to contact the candidate regarding the closure of the opening and thank him for his interest and time.
9. Do you brand your emails, especially the automated ones?
We all have our inboxes filled with those generic automated response emails. And how many of us really open them?
You would agree that no one is interested in even opening them unless and until they contain their name or some relevant information.
In case you want to focus on branding, you need to draft emails in such a manner that they make the candidates feel like human beings and not just merely a number. You may consider including links to your blogs, videos, upcoming events, and more so as to make your emails interesting.
10. Do you allow the candidates to contact you?
It may happen that the hiring manager is busy with n number of tasks and forgets to follow up on each and every email. In that case, the candidates should be allowed to call or text you to find out the status, if they haven’t heard from you by x time.
By giving candidates a greater amount of control, you tend to make them feel better about your company and the processes that are followed within your company.
To really make a dent in improving your candidate experience, start holding yourself and your fellow recruiters accountable. And the best way to do so is to tie the recruiters’ objectives and key results to the candidate experience directly.
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