Candidate experience is best defined as how a job seeker views your company throughout the hiring journey. In the recruiting process, it’s now more important than ever.
Recent studies show that more than half of job seekers have had poor hiring experiences, whether it be from lack of visibility, poor or no communication from companies, sluggish hiring times, or lack of feedback after interviews.
Neglecting candidate experience can also have some serious consequences. Here’s a look at two key statistics:
Over the last several years, companies have started to recognize the impact candidate experience has on building a successful employer brand and becoming an employer of choice. Organizations are making investments in developing robust career pages, social media profiles, and talent communities to engage and communicate with job seekers constantly.
Frustrating job applicants before they even become candidates is the biggest mistake recruiting teams can make. An outdated, clunky, long, boring application process can dissuade good candidates from even applying in the first place.
To resolve this, make the application process simple. Include all necessary questions, like demographic data and resume uploads, but anything that can be considered a “luxury” question should be removed. This information is nice to have, but not totally necessary to get a candidate started on the interview process.
A mobile friendly application process is even better! 28% of Americans use their smartphone for the job search
Many times when a candidate sits down for an interview, the recruiter or hiring manager says, “I just want this to be a conversation to get to know each other.” That same mindset needs to be present throughout the hiring process, not just during one interview in the hiring process.
Talking to your candidates can take a few different forms. Offering candidate interview feedback, sharing company news and even just keeping candidates updated on their status are all part of the hiring conversation.
Since most companies are not sharing much detail with their candidates, the more information you can share, the better.
Most candidates complain about starting an interview process, only to fall into the “black hole” and never hear back. We get it. Recruiters are busy and don’t have time to close the loop with all candidates they’ve communicated with. This will always be the case, and you need to start looking for ways to speed up as much of the candidate communication as possible. When you take an action in your ATS, does it update your candidate with relevant communication? That’s where it needs to be.
Take a good look at your interview process and see where candidates are dragging along or taking a while to progress to the next step. This could be getting the initial phone screen scheduled or advancing from the first to second round interview.
Wherever this bottleneck lives, think about why it’s happening. Common bottleneck sources include waiting on feedback from hiring managers, issues with scheduling interviews based on multiple calendars or just a lack of time in the day to get back to candidates.
It’s important to resolve these bottleneck sources because 66% of job seekers said they will wait less than two weeks to hear back from an organization before moving on to another job opportunity.
Once you identify the problem, look for resources to help you resolve these issues. You may need to hire more folks for the recruiting team or rely on technology to get tasks done, for example.
Want to know a great way to annoy candidates? Don’t pay attention during their interviews.
Just as you and your hiring managers are taking time out of your day to speak with eager job seekers, your candidates are taking time out of their lives to meet you. Having an unpleasant experience in this meeting is a huge turnoff.
Being distracted on a phone or laptop during a conversation delays the interview and makes it drag along, plus it makes candidates feel unappreciated and undervalued.
Let your team know to be present and distraction-free. If you need interview guides, try printing them so there aren’t any other distractions on screen that interviewers can get lost in.
It’s sometimes hard to consider candidate satisfaction when you’re in a position to dole out jobs that your candidates are also providing you with a lot of great benefits. You have a full candidate pipeline thanks to them. You’re adding awesome employees to the company because of their interest in your jobs. You have a purpose in your career because of them.
Show your candidates a little love and give thanks for their time and dedication to your organization.
When you put your candidates first, it’s like putting your customers first. The best candidate experience starts with a solid strategy and an organizational buy-in. Convey delivers constant candidate communication, personalized messaging, and robust data that helps build relationships with candidates and allows you to ensure the right candidates are coming through the door.