The talent acquisition leaders across the world lay significant emphasis on continuing to offer a compelling candidate journey even during this current scenario. By understanding the stages of the candidate journey, the recruiters can build strong relationships with both active and passive candidates. The global pandemic COVID-19 has dramatically made the companies move to the digital landscape for their existence and visibility.
Recruiting is an integral part of any organization irrespective of the size. Now the companies need to focus more on the candidate experience. One negative experience/review may hamper the brand image of the company drastically. According to Glassdoor, every 72 out of 100 candidates share their negative experiences online via review websites or social media. These experiences spread like wildfire on various digital mediums.
The same statistics reveal that every job seeker reads a minimum of six reviews before making any decision. For a positive candidate experience, recruiters need to get the candidate journey right. This post discusses how to amp up the candidate journey and the role of small business ats in ensuring the same.
What is a Candidate Journey?
Candidate Journey is a set of experiences that a candidate undergoes during the entire job search process. There are mainly seven phases/stages of a candidate journey:
This decision-making cycle of the candidate from awareness to onboarding is known as the candidate journey.
Creating a Great Candidate Journey
For an incredible candidate journey, the recruiters need to ensure that the candidate experience at all the seven touchpoints is optimal. You cannot craft an excellent candidate journey overnight; it requires a lot of effort, time, and resources.
A small business ATS acts as a smart assistant that automates the entire recruitment process, thereby boosting the candidate experience and brand value. Here are some points that will help you craft an incredible candidate journey.
It would be best if you designed the recruitment cycle keeping the expectations and needs of the candidates. The focus should always be to offer incredible candidate experience. Keeping things candidate-centric would make it easier for the recruiters to hire the perfect fit. Even if they are not employed, continuous interaction and long-term relationship building get triggered.
You should curate every recruiting phase from the job description, posting, applications, and interviews by keeping the candidate’s perspective in mind.
An applicant tracking system comes with the latest and trendy job description and email templates that are 100% customizable.
Work over Pre-application Stages
The candidates fill an application form after properly vetting the internet about the company culture, work environment, career prospects, growth, etc. To attract high-quality candidates, recruiters should ensure the company’s phenomenal presence on social media platforms along with an impressive landing as well as the career page.
Pre recruitment is when you need to work on your employer branding as it would reap great benefits down the line. Perform social recruiting by gearing into overdrive mode. Take this lockdown as an opportunity to grab the cream of the crop by turning potential passive candidates into active job seekers with the help of an ATS.
Identify Candidate Needs
The recruitment activity is about recruiters filling the vacant position, but it is also about the candidate. The recruiters need to understand the candidate’s expectations as well. The millennials and Gen-Z candidates have other things on their checklist as well apart from the remuneration.
The candidates want to know about their job roles, prospects, career growth, etc. They are more concerned about additional benefits such as flexible working hours, work from home options, onsite trips, etc.
So, designing a proper job description with ATS’s help that answers all their queries subtly could be one of the options. Additionally, the company’s website must share videos/reviews of their existing employees, depicting a positive work culture and environment.
The recruiters should make sure that the application process should be minimal. If candidates have to complete many questions, they would undoubtedly leave the application process in the middle. Most of the job seekers explore and search for jobs through their mobile phones. Having a mobile-friendly application process would mean a phenomenal response to the job application.
A small business ATS gets integrated with the company career page, social media, and career page. The ATS helps in easy processing and quick shortlisting of the candidates. Minimizing the time required for filling the application is a prodigious step towards building a great candidate experience.
Read More: Three reasons to practice Mobile Recruiting
Acknowledgment, Communication, and Follow-up
Amid COVID-19 global pandemic, you cannot afford to lose your potential candidates at any cost. The best way is to keep them engaged through customized emails, newsletters, etc. Let your applicants know how you are managing with the global outbreak and taking care of your employees.
Staying connected with applicants is also essential. Make sure to communicate during the different stages of recruitment. Well-informed candidates will be motivated as they would be aware of the company’s proceedings.
A small business ats automatically trigger notifications and sends acknowledgments to the candidates. An ATS drastically saves the recruiter’s time, energy, and effort. The time saved could be spent in other HR activities such as building valuable relationships with candidates during interview rounds, pitching new business deals and clients, etc.
Focussing on On-boarding
Making onboarding a part of the candidate journey would keep the candidates excited about working with the new company. A gradual process of commitment and loyalty-building would get kicked-off.
Talent acquisition software ensures a seamless and hassle-free onboarding. The recruiters can easily share the company’s epic journey, policies, work profile, etc. with the candidate from an online ats.
Small Business ATS
Recruiteze is a small business ATS. With Recruiteze, you can significantly improve your hiring efficiency, resulting in hiring great employees. Recruiteze allows you to streamline your hiring process, which frees up your time to talk to candidates and understand them better to make educated hiring decisions. With Recruiteze, you can manage your career page, post and publish jobs to numerous job boards, manage your applications, candidates, notes, and communications online. Try Recruiteze free today!