Here are five ways you can create a more positive candidate experience for your next hire.
1. Start before candidates even know you
Yes, that’s right; a candidate’s experience starts before they ever interact with you. Maybe they’ve only heard of your name or industry, or possibly what you do or produce. Chances are their first introduction to you is online, probably through social media, so when you want to draw the attention of sought-after candidates, first impressions there matter.
Candidates tend to look at corporate social media profiles to gather a wide range of insights about you, such as your company culture and operations, your future strategy, and maybe even career progression. Research from professional recruitment consultancy Robert Walters shows that at least half of all candidates are looking on social media, studying all of this information and more.
But it’s not just on social media; sites like Glassdoor and CareerBliss help candidates find out a lot of information about their prospective employer, even before they apply.
So it’s important for organizations to create tailored content for job seekers to tell them what they want to know, before they ask. Usually they’re looking for information on: financial stability, work/life balance, the work environment, and opportunities for advancement and relocation. Make this content available on all of your recruiting and marketing channels to ensure you reach the widest audience before they apply.
2. Set expectations
When was the last time you went through your own recruiting and application process? Never? Tsk tsk. If you don’t know what your candidates experience when you’re hiring, how can you set expectations? Given how tech-dependent we are today, you may lose out on a number of great candidates who feel left in the dark when you ignore them and forget to set any expectations during the process.
Taking a page from any food delivery app that shows the progress of your delivery on a map, why not:
- Provide an estimated timeline of how long their application will take before they hear back from you about an interview?
- Tell them when the deadline is to apply for the position (and then enforce it).
- Display how many applications were submitted to a job posting (like LinkedIn does on their job board).
- Outline the on-site interview process, including a brief summary of each interview member.
Providing as much information as possible (within reason, of course), helps set the expectations of the relationship the candidate has with you and they’re not even hired yet! They’ll appreciate the transparency and remember that in the future (or when they talk about you to other candidates).
3. Make them feel like they’re already part of the team
When you show candidates how great it is to be part of your team right from the beginning, the relax and will probably have a better time during the interview. Job hunting and interviews can be very stressful, so give them a break by easing up on them a bit. Give them a quick tour of the office before arriving at the conference room you’ll do the interview in, or a quick story about the kind of project a team is working on as you pass by. Sought-after candidates want to know your company is going to be the right fit for them, and vice versa. Make them welcome and comfortable and you’ll make each other’s short list.
4. Streamline your hiring process
If you’ve ever been hired by a large, enterprise company, you know how long the onboarding process can be. There is training to do, forms to submit, ID photos to be taken — a ton of things that take anywhere from a few days to a few weeks to get through. These delays can cost you the candidates you want, as well as hurt your retention rates. Studies show that 22% of all employee turnover occurs within the first 45 days of employment and 91% of first-year workers are retained by companies with an efficient onboarding process.
5. Provide closure to candidates
When asked, many hiring managers will say they will definitely let candidates know even if they didn’t get the job, but most don’t. With automated emails in today’s recruiting software, there really is no reason you can’t do that anymore. Sure, the candidate knows it’s an automated email, but they will appreciate the information. A job application is a transactional relationship after all, so they’re expecting something back from you, even if they don’t get the job.
So thank each candidate for applying and let the ones know that didn’t get the job that they didn’t get the job. It’ll increase your perception with the candidate for future job postings, and they may even share the experience with others too.
Create better candidate experiences today
Whether you work for a large enterprise or are the lone HR rep for your SMB, your candidate experience is important. You want to inspire the ones you end up hiring, ensuring they enjoy coming to work every day. The ones who don’t make the cut will still have a pleasant experience and be more likely to apply to your postings in the future. Depending on how fast your company grows, you may just need them.
When using an expert, third-party recruiter, the Direqlink Hiring Platform makes it easy to measure candidate experience by asking every candidate to rate the quality of interaction they had with the both the employer and the recruiter representing them. Feel free to contact us today to find out how we can help you hire the perfect candidate.