Word spreads fast in our modern world, and candidates know which companies excel.
For these companies, an excellent candidate experience has helped to grow their impressive reputation. Which in turn allows businesses to attract the brightest and best candidates.🌞
Candidate experience is a vital way of connecting with people. It is just as crucial for a company's brand as the products or solutions they sell.
It showcases the company differently, highlighting a more personal identity to a company, increasing positive renown, brand recognition and revenue streams among new and existing customers.
Therefore, candidate experience must be done correctly for a twenty-first-century organization.
🙋But, how can you create an environment that delivers an excellent candidate experience?
There are many obstacles and difficulties to doing so. But, this article will seek to explore these obstacles and provide viable solutions that your business and recruitment teams can utilize to overcome these challenges. 😉
We will explore:
For some, the notion of candidate experience may seem to be a waste of time.
Recruiting is a simple process. You have a position that needs filling. You provide the job specification. And await the responses for you to analyze, interview and select your chosen one.
When you have been recruiting and hiring new personnel for many years, you have seen all manner of new trends and in-vogue business practices. In an industry constantly hunting for the next hot thing, candidate experience may seem just another in a long list.
But the business world has changed. And candidate experience is now a big part of this new world.
All aspects of a business impact how it is seen or perceived by audiences that can stretch across the globe. That's a lot of potential customers.Just like how negative reviews and opinions of a company's product affect its reputation, so does the way you treat candidates.
For example, 60% of jobseekers wouldn’t buy a company's product because of poor candidate experience.
So, it is time for an awakening!
Companies and recruitment teams need to be aware of the importance of creating an excellent candidate experience.
🙋How can I do that?
By educating your company's C-Suite about the commercial impact because of their poor candidate experience, it would help them to:
By talking to those with the power to bring about change can be vital. Explaining your vision, the positive implications if accepted, and the negatives, if not, can allow for a smooth transition of the changes you wish to make.
With support from the top, your goals for a more personal and human candidate experience will be easier to achieve and mean acceptance from employees will also be more forthcoming. 🎯
Those responsible for the day-to-day hiring also need to be aware of the change in process and methods. And the importance of creating an excellent candidate experience.
By teaching employees the importance of candidate experience, not just for their jobs but also for a company's reputation and branding, you highlight how they can significantly improve the company. 🏋️♀️
Through training your recruitment teams on the importance of creating excellent candidate experience, you can:
Emphasizing your employee's importance in the company's future and their role in bringing about excellent candidate experience can ensure buy-in and increase motivation to utilize the new methods.
Which also makes your company more attractive to potential candidates. For 27% of candidates, training and the chance to further their professional development are why they choose to work at certain companies.
Support from both of these critical groups can make candidates experience a company-wide approach and help lead the charge into a twenty-first-century recruitment process with a human face! 🤝
Without the correct means, you will not implement a process that creates a great candidate experience.🤦♂️
You have educated and trained your teams on the importance of candidate experience and now need a tool to take action.
It would help if you considered:
Finding the right tool for your recruitment process will hopefully maximize your candidate interactions and improve your candidate experience.
Searching for a new job and going through the recruitment process can be a lonely pursuit.
For candidates, the average amount of time it takes to find a job in 24 weeks.
In that time, there are many false dawns, silence and impatience, as candidates eagerly await news that may pop up on their phones, day or night.
A solitary journey.
🙋So, how can companies make it better for candidates?
A significant problem with the recruitment process for candidates is the lack of contact and communication between themselves and the company they have applied for a job at.
With 52% of candidates not receiving any communication after applying for a job, it forces many to declare it a lost cause and move onto other opportunities.
How many excellent candidates are you missing out on because of your silent treatment!💔
To create a better candidate experience, you need to improve the volume and quality of communication with candidates.
🙋How can I improve my communication with candidates?
Find suitable moments to connect with your candidates 🔒:
It is a simple thing, use names!
When you write and communicate with candidates, speak to them like an individual.
It makes the interaction feel less like a robotic, automated answer and makes it more special.
Adjusting the tone of your exchange to be more individually focussed can give it a more human feel and make the candidates feel valued. Thus improving the candidate experience.
The hardest part of any application process. Delivering the rejection.
How do you deliver bad news positively?
When you email your candidate, using the same answer for all candidates will not cut it. Try creating 3-5 different rejection templates, so you can select the one that best suits the candidate.
All candidates deserve the minimum of an email regarding whether they were successful or not, within a suitable time frame, not eight months later. Otherwise, candidates might as well have thrown their application into the void. 🌌
If you have met the candidate for an interview, you must call the candidate to relay the news. They have gone so far; you've met them face-to-face, they deserve a direct conversation instead of an email.
Furthermore, this communication allows you to provide feedback on a candidate's application.
You can explain the reasons why they were unfortunately not the candidate for them.
They may be disappointed with the bad news, but they know how they can improve to avoid disappointment next time with feedback in hand.
Ultimately, in the back of their minds, they will be thankful for your honesty and feedback, helping to improve their suitability for other jobs.
Thus, creating a great candidate experience even in the most difficult of circumstances.
A personal approach to recruitment and hiring is key to modernizing your business practices and creating a great candidate experience.
Through open and honest communication, you show you value your candidate's desire to work for your organization. You are welcoming, supportive and help showcase the kind of environment that attracts candidates.
A robotic interaction between company and candidate in a hiring process or none at all could give advantages to other companies. Those taking a more human approach to communication may attract a broader range of employees based on their new personal reputation.
With 50% of candidates unwilling to work for a company with a bad reputation, even for a pay increase, it shows the importance of positive communication between candidates and the company.
People want to work at places they feel comfortable and have heard good things about how they treat their candidates, imagine how they treat their employees!
So to improve your candidate experience, you have:
🙋But how do you know if any of these steps have worked?
The information and feedback don't just appear on your desk; you have to go and find it 🔎:
All of these steps can allow you to identify obstacles and remedy them to create a great candidate experience.🧗
To find the best candidates, companies are increasingly extending their search globally.
With changes to the way we work and improvements in technology, the demand for employees to all be in one fixed location is diminishing.
And so with this switch to a remote style of working within many organizations.
The possibility of a team consisting of a broad range of nationalities spanning continents is a reality.
Which is a great idea!
An influx of new ideas, attitudes, and the future opening of new markets can create greater brand recognition and increase customer interest.
But how do we find these international candidates?
🙋And how do we make sure the candidate experience is fantastic wherever you are recruiting in the world?
People recruit and find employment different from country to country; foreign laws and customs mean recruitment teams need to work within these parameters.
Utilizing the resources you have, your local teams or individuals with knowledge of the customs or language of a new location can help you understand the subtleties of recruiting globally.🦉
These voices and opinions can better position your messaging and interaction with new candidates. Teach you how and where your candidates search for jobs, where they source their information and remove language barriers.
You are tailoring your recruitment process for international use to be appropriate and possess the correct information for your company to be competitive. And which will help you to find the right target audience within a country or region.
An appreciation of what makes us all different can help you find common ground with teams and candidates worldwide.
This knowledge can remove the obstacles of recruiting globally. And make sure that you can provide excellent candidate experience for any candidate, anywhere in the world.
For companies, a great candidate experience is pivotal for your brand and public image.
Getting it right is vital for competitiveness and attracting and retaining the best talent globally.
You can create an excellent candidate experience by following these steps:
✔️Educate and train your organization on the value of candidate experience.
✔️Find the right tool to manage your recruitment process and find ways to implement better quality of candidate experience.
✔️Learn and value the importance of communication within the recruitment process and how openness can create a better candidate experience.
✔️Acquire your data. Find ways to measure your candidate experience, get feedback, and action new solutions to improve.
✔️When going global with recruitment, think about how you can transfer excellent candidate experience anywhere in the world. Consider points of difference and what you can do to make sure you hire the best of the best.
Subscribe to our newsletter and receive weekly inspirational articles.
We're committed to your privacy. Talenthub uses the information you provide to us to contact you about our relevant content, products, and services.