How To Convince Your Team That The Candidate Experience Matters

Posted by The ConveyIQ Team

Communicating the importance of the candidate experience can prove to be somewhat tricky. Your team may be doing all that they can to hire as quickly as possible, but the candidates don't understand that unless you show them.

From the candidate end, their experience with your company becomes negative. There are many things you can do to strengthen your relationship with candidates, though! First, you need to get your team on board!

Here are four things you can do to make a case for the candidate experience:

Relate It To The Customer Experience

If you've been around your sales team for any length of time, you know how valuable the customer experience is to them. Your sales team tries to understand every aspect of how your customers think and feel so they can cater to their needs and increase sales. Wouldn't it make sense to do the same for candidates to improve retention and recruit outstanding workers?

As a member of the recruiting team, your goal is to build a stellar candidate experience. Your goal is to have such a great experience that even people you reject keep their interest in working for your company. When you can build that relationship, your recruiting process will be much easier.

Share The Data

There is a ton of data out there about how applicants feel about the job search process. The biggest takeaway? There is a massive gap between what candidates and recruiters feel about the applicant journey.

The candidate experience is about many aspects of your hiring process. You can think of this experience as the culmination of many variables.

Here are some statistics you can use when talking about the candidate experience to your company.

60% Of Job Seekers Quit In The Middle Of An Application If It’s Too Long (Source)

While it makes sense to vet your employees, your application length could be hurting you! Many employers have lengthy application processes because it "weeds out" bad employees, but you could also be weeding out great employees!

Great candidates are dedicated, but they aren't committed to you just yet. It takes time to build a connection with an employee, potential or otherwise. Make sure that your application process is as seamless as possible and stop asking unnecessary questions.

To make your application process smoother, you can also use software that connects to sites like LinkedIn to fill in basic candidate information. By using these tools, you can speed up the application process for your candidates.

80% Of Job Seekers Say They Would Be Discouraged To Apply For A Different Relevant Job At A Company That Failed To Notify Them Of Their Applicant Status (Source)

Your application process should make your candidates eager to apply again. Chances are, your team is hiring all the time, and you always want candidates applying if they are relevant to the job.

When someone applies to your company once, and they are ghosted, it becomes harder for them to trust your company in the future. You should make communicating applicant status a part of your recruiting routine.

36% Of Job Applicants Say They Are Provided With A Clear Job Description (Source)

When it comes to clear job descriptions, there seems to be a rift between how candidates feel and how companies feel. According to a study done by Allegis Group, 72% of hiring managers say they provide candidates with clear job descriptions. Only 36% of job applicants feel they receive these clear job descriptions.

A job description is one of the best ways to gauge if you'd be good at a job or if you want to apply for that job. As an employer, you need to make sure that your job descriptions fit the position and attract candidates that can succeed in the role.

85% Of Candidates Don’t Believe A Human Has Looked Over Their Application (Source)

With the onset of applicant tracking systems that look for applications that meet expectations, candidates are left wondering if humans look at their applications anymore. An ATS is needed in today’s job market because of the sheer volume of applications most jobs get today.

While applicant tracking systems won’t be going away any time soon, you should be aware of this statistic as it speaks to your candidates and their mindset when applying for a job.

78% Of Job Seekers Report Never Being Asked For Feedback On Their Candidate Experience (Source)

The truth is, there is a massive untapped market of knowledge out there. Most employers are not considering candidate feedback to improve their hiring process. Asking for feedback is the best way to create a hiring process that gets results for your company. Your applicants want to speak their mind, so listen to them, and improve your candidate experience.

Candidate Experience Matters Survey

Run A Few Test Cases

General data is excellent, but you should also run a few test cases using your candidates. ConveyIQ has the power to send surveys to your candidates as they exit your hiring process in a more user-friendly way. If you want to test this out, send a survey to any candidates you don't wish to move to the next round of hiring.

We often get biased results about our hiring process because we ask the people who were hired. People who don't get hired have their own bias responses, but you need a bit of both to get an accurate reflection of your hiring process.

Keep the survey short and sweet. At least one question should be open-ended so that you can bring more in-depth information to your team. Once they see how real candidates answered a survey you sent, they will have a better understanding of the problem.

Come Prepared With A Few Small Fixes The Company Can Implement

Last, but not least, don’t just bring up the problems, have some solutions. If you know that your team should care more about the candidate experience, it’s time to start researching the things you can do to move your company forward.

You may suggest mapping out your communication points, running some small focus groups with candidates, or even using software like ConveyIQ to better communicate with candidates.

Having these fixes already prepared will solidify what your team needs to do and make it less about the issue and more about the solution.

Ready to learn more about optimizing candidate communication? Check out our latest white paper on the applicant journey!

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