Most companies focus on the end result while hiring. This is a good thing because finding and attracting top talent is important for the organization. However, a key process is often overlooked-the candidate’s experience during the hiring process.
According to LinkedIn hiring statistics, 80 percent of candidates who had a negative candidate experience said they openly told others about it.
If you read on, we’ll share why you should focus on giving a positive candidate experience and share best practices for doing it.
What Is Meant By Candidate Experience?
Candidate experience refers to job seekers’ overall perception and feelings about your hiring process. This experience includes every interaction, from the initial job search to the final hiring decision and the onboarding process.
The Candidate Experience Process
The candidate experience can be broken down into several key stages, each with its unique touchpoints and opportunities for optimization.
1. Attraction
This is the initial phase where candidates become aware of a job opening. It includes:
Employer Branding: How a company portrays itself online and offline.
Job Descriptions: The clarity and appeal of job postings.
Career Pages: The usability and attractiveness of the company’s career site.
Social Media Presence: Engagement with potential candidates on platforms like LinkedIn, Twitter, and Facebook.
2. Application
Once you have the attention of job seekers, they move to the application phase. This involves:
Application Process: The ease or difficulty of filling out an application.
Mobile Accessibility: Ensuring applications can be completed on various devices.
Communication: Automated confirmations and timely updates regarding application status.
3. Screening
In this stage, applications are reviewed and shortlisted. Important aspects include:
Resume Screening: The efficiency and fairness of the screening process.
Initial Assessments: Any pre-interview tests or evaluations.
Communication: Clear and prompt communication about the next steps.
4. Interviewing
The interview phase is crucial for both parties to assess fit. This includes:
Scheduling: Flexibility and ease of scheduling interviews.
Interview Format: Whether interviews are in-person, over the phone, or via video.
Interview Experience: The professionalism and friendliness of the interviewers.
Feedback: Providing constructive feedback promptly after interviews.
5. Decision
At this point, a decision is made to either extend an offer or reject a candidate. This involves:
Offer Process: The clarity and fairness of the job offer.
Negotiation: Willingness to negotiate terms with candidates.
Rejection Process: How rejections are communicated and the feedback provided.
6. Onboarding
The final phase involves integrating the new hire into the organization. Key elements are:
Welcome Process: The warmth and thoroughness of the onboarding process.
Training: Availability and quality of initial training.
First-Day Experience: Making the first day as smooth and welcoming as possible.
Why Is The Candidate’s Experience Important?
As we said earlier, 80 percent of candidates who had a negative candidate experience said they openly told others about it. This means a negative experience can paint a bad picture for potential candidates and even clients.
Also, for future talents who want to join your company, candidate experience is a great reflection of working for you. This means you must ensure you give a positive candidate experience so you can attract and retain top talents.
10 Ways to Improve Your Candidate Experience
Improving candidate experience requires a strategic approach, focusing on empathy, communication, and efficiency. Here are some best practices:
1. Clear and Concise Job Descriptions
Job descriptions should be detailed but concise, outlining the role, responsibilities, qualifications, and benefits clearly. This helps candidates quickly determine if they are a good fit for the position, saving time for both parties.
2. Streamlined Application Process
The application process should be straightforward and user-friendly. Lengthy and complicated applications can deter high-quality candidates.
3. Prompt and Transparent Communication
Effective communication is key to a positive candidate experience. Candidates should never be left wondering about their application status. Best practices include:
Automated Acknowledgements: Send immediate confirmations when applications are received.
Regular Updates: Keep candidates informed about where they are in the hiring process.
Personalized Responses: Whenever possible, personalize communications to make candidates feel valued.
4. Respect Candidates’ Time
Respecting candidates’ time is crucial, especially during the screening and interviewing stages. This involves:
Efficient Scheduling: Use scheduling tools to avoid back-and-forth emails.
Punctuality: Start and end interviews on time.
Batched Interviews: Where possible, conduct multiple interviews on the same day to minimize candidates’ time off work.
5. Provide Constructive Feedback
Providing feedback, especially to rejected candidates, can significantly enhance the candidate experience. It shows that the company values the effort the candidate puts into the process. Ensure feedback is:
Timely: Provide feedback as soon as possible after a decision is made.
Specific: Give detailed reasons for the decision and areas for improvement.
Positive: Frame feedback positively to encourage candidates to apply for future roles.
6. Offer a Great Onboarding Experience
A positive onboarding experience sets the tone for a new hire’s journey with the company. Best practices include:
Pre-First Day Engagement: Send welcome emails and necessary information before the first day.
Structured Onboarding Plan: Have a clear plan that includes introductions, training, and regular check-ins.
Assign a Buddy: Pair new hires with a more experienced colleague to help them settle in.
7. Leverage Technology
Technology can greatly enhance the candidate experience by making processes more efficient and user-friendly. Consider implementing:
Applicant Tracking Systems (ATS): Streamline application management and communication.
Interview Scheduling Tools: Automate scheduling to avoid conflicts and delays.
AI for Screening: Use artificial intelligence to screen resumes more efficiently and fairly.
8. Solicit and Act on Feedback
Continuously improve your candidate experience by seeking feedback from candidates. This can be done through:
Surveys: Send brief surveys post-interview to gather insights on the candidate’s experience.
Exit Interviews: Conduct exit interviews with candidates who reject offers to understand their reasons.
Analyze Data: Regularly review feedback and data to identify and address pain points in the hiring process.
9. Foster an Inclusive Hiring Process
Inclusivity should be a cornerstone of your hiring process. This includes:
Bias Training: Train hiring managers and recruiters to recognize and mitigate biases.
Diverse Panels: Ensure interview panels are diverse.
Accessible Applications: Make sure your application process is accessible to all candidates, including those with disabilities.
10. Build a Strong Employer Brand
Finally, a strong employer brand attracts top talent and enhances the candidate experience. This can be achieved by:
Showcasing Company Culture: Use your website, social media, and job descriptions to highlight what makes your company unique.
Awards and Recognitions: Highlight any awards or recognitions your company has received as a great place to work.
Takeaway
The candidate experience is a critical component of the hiring process that can significantly impact your organization’s ability to attract and retain top talent.
By understanding the various stages of the candidate journey and implementing best practices, you can create a positive and memorable experience for candidates.
Creating a candidate experience is one thing but executing it is another. How do you manage to conduct multiple interviews back to back? How do you screen various resumes to filter out candidates? We have a solution.
With BorderlessHR, you can hire and attract top talents globally. You don’t have to worry about drowning in resumes to find the perfect candidate and you can conduct multiple interviews simultaneously. Try out a free demo today.
