As the hiring journey has been defined as the new war for talent, the significance of offering an extraordinary candidate experience cannot be underestimated. Let’s talk about how important it is and how you may improve it to support your hiring process. “A successful hiring process isn’t just about filling the job role, it’s also about providing an experience that leaves candidates feeling valued and respected,” said Virgin Group founder Sir Richard Branson. It is not only important to find the right talent; it is also essential to ensure that every candidate feels valued and leaves with a positive impression, regardless of the outcome. So, let’s dive into the area of candidate experience and look at some best practices used by top companies to attract and retain the best talent.
So, exactly what is the ‘Candidate Experience’?
It encompasses every interaction and experience a job seeker has with your organization during the hiring process. It begins with seeing a job posting, then continues with applying for the job, attending interviews, and finally obtaining (or not receiving) a job offer and the associated onboarding process or job rejection feedback.
Why is Candidate Experience Important?
Before we get into the specifics, let’s discuss why candidate experience is important. Assume you’ve applied for a job and are eagerly awaiting a response, but all you hear is radio silence. Isn’t it disheartening? That is the case for many applicants who have had a poor candidate journey. When candidates have numerous jobs offers, they tend to choose the company that made them feel comfortable throughout the interview process, which is not always the one with the best compensation.
Amazon has perfected the candidate experience. They keep applicants informed at every stage of the recruiting process by providing a dedicated candidate portal and timely communication. As a result of their positive candidate experience, they have been able to attract top talent while also maintaining a strong employer brand.
The Hiring Process and Its Stages:
1.Attraction and Application: This is the beginning of the magic! Job seekers learn about your organization through a variety of outlets, including job boards, career websites, and social media. Make sure your job advertisements are interesting, informative, and easy to find.
Google example: Google is well-known for its creative job postings that highlight the company’s culture and rewards. Their “Life at Google” videos have been viewed millions of times, attracting individuals that are a good fit for the company’s culture.
2.Screening and Selection: Once applicants have applied, it is critical to keep them updated on their status and what to expect next. Using an efficient applicant tracking system (ATS) helps in organizing and streamlining the screening process.
Apple Example: Apple has a strong application tracking system that automatically delivers customized acknowledgement emails to applicants. It informs them that their application has been received and that they will be contacted for further steps if they are selected.
3.Interviewing and Assessment: During this step, prospects gain a true sense of your company’s culture and values. It is critical to have a smooth interview schedule, clear interview instructions, and follow-up feedback.
Microsoft Example: Microsoft is well-known for its applicant-friendly interview procedure. They offer virtual interviews to accommodate candidates from various locations and timely feedback to ensure a positive experience.
4.Offer and Onboarding: When a candidate receives an offer, the enthusiasm level skyrockets! Make your offer letters as descriptive as possible and leave room for negotiation to demonstrate your commitment to value their skills and experience.
Coca-Cola Example: Coca-Cola, for example, guarantees that their offer letters stress the potential for growth, benefits, and perks that prospective candidates will enjoy. This strategy demonstrates their dedication to employee well-being from the start.
Candidate Experience Best Practices:
“Recruitment is marketing. If you’re a recruiter, you’re also a marketer.” – Matthew Jeffrey
Here are some best practices for candidate experience:
1.Transparency & Communication: According to Glassdoor, 58% of the candidates had reported a negative experience because they were given insufficient information about the position or what to expect next in the hiring process. Transparency is essential. Keep your applicants informed, even if it’s just to inform them of an unforeseen delay in the process.
2.Simplify the Application Process: Long, complex applications drive people off. According to an Office vibe research, 60% of the candidates abandon applications that are too long or difficult.
3.Prompt Feedback: Nothing irritates candidates more than “the silent treatment.” Companies like Airbnb and Zappos receive favourable reviews for their prompt communication and feedback, which is a lesson that everyone can learn from.
The Power of Candidate Experience Surveys:
Candidate experience survey is a quick questionnaire used by Hiring Managers to improve the hiring process for candidates and collect data that aids in the optimization of the company’s recruiting strategies. Ordinarily, the survey questions may include: Application process questions, Interview process questions and Hiring process questions.
Companies rely on candidate experience surveys to fully understand how candidates feel about the hiring process. These surveys allow candidates to express their opinions and sentiments regarding the application process, interviews, and overall experience.
Companies such as Microsoft use these surveys to get valuable feedback and continuously improve their hiring process.
Sending surveys to job interview candidates might also assist you discover what they want from their next role. Are there any essential perks or bonuses that you do not provide? Are there aspects of your culture that aren’t being communicated clearly? You’ll never know unless you ask them.
How to Enhance the Candidate Experience:
1.Prompt Responses: Respond to applications and inquiries as soon as possible, exhibiting a respect for candidates’ time and effort.
2.Personalization: Tailor your interactions and communication with candidates to make them feel appreciated and acknowledged.
3.Transparent Communication: Keep candidates updated on their status and the hiring timeline, leaving no opportunity for doubt.
4.Feedback Loop: Regardless of the outcome, provide helpful feedback to candidates to help them grow professionally.
5.Continuous Improvement: Regularly collect feedback through candidate experience surveys to identify areas for improvement.
Final Thoughts:
Building an engaging candidate experience in the course of the hiring journey necessitates considering each step of the hiring process to ensure that the message is consistent throughout — and, ultimately, that your company is one worth working for. According to data, candidate experience has a substantial impact on a company’s employer brand. In fact, according to a CareerBuilder poll, 78% of the candidates believe the total candidate experience they receive reflects how a company values its people. Marriott International, for example, recognizes the importance of personalized experiences. They make an attempt to communicate with candidates promptly and to make each interaction engaging and meaningful. Even if they fail to get the job, their recruiters frequently provide constructive feedback to the candidates. This degree of attention and care leaves applicants with a lasting positive impression. When used effectively, the hiring journey may be your company’s BEST-SELLING POINT, so let’s turn the hiring process and start looking at it as an opportunity to deliver amazing candidate experiences.
Keep up the great work! Thank you so much for sharing a great posts.
Thank you!