Talent acquisition goes beyond providing the best experience for the hiring organization.
Companies must focus on enhancing the candidate experience as well.
A positive candidate experience enhances brand reputation. It also paves the way for a smoother process if the candidate is hired.
Why is a Positive Candidate Experience Important?
To better understand the importance of a positive candidate experience, let’s look at what happens if a candidate interviews for your company and things don’t go so well. The candidate could post negative reviews of your company which impacts your reputation. Alternatively, a good experience could generate positive feedback.
Companies must also think of candidates as potential clients. Depending on your industry, the candidate may support your brand as a customer. A negative candidate experience can impact that loyalty.
Organizations should also consider what will happen if they decide to hire the candidate. Candidates who had a positive interview experience will enter the company on a high note, ready to be productive. Individuals who have a poor interview experience will not think highly of the company and may not stay in the position for long.
How to Improve the Candidate Experience?
So, what can your company do to ensure a positive candidate experience? Here are some tips:
- Communicate with Candidates Frequently: Communicate with candidates to ensure they understand the next steps in the hiring process and where your team is at in the decision-making timeline.
- Be Transparent: Transparency ensures the applicant trusts your company. You can promote transparency by providing information on who is involved in the hiring decision, how many interviews are required, and whether they will need a background check.
- Create Clear Job Descriptions: Your job description should clearly state what’s required for the position including all skills and physical requirements. It should also list any benefits or development programs your company offers. The right job description will minimize the risk of attracting unsuitable talent which can waste time for everyone.
- Provide a Simple Application Process: Make the application process easy with simple forms and video conference interviews if possible. A simple process will prevent applicants from getting frustrated and seeking out other prospects.
- Communicate with Declined Candidates: Organizations must maintain good relationships with declined candidates to keep their reputation intact. Let candidates know they are not right for the job as soon as possible so they can focus on other opportunities. Provide feedback so they can improve and increase their chances of landing a more suitable role.
- Feedback is Essential: Organizations should collect feedback from candidates to identify areas of improvement and enhance the hiring process. They should actively pursue feedback in the form of surveys and questionnaires.
- Assessment Clarity: Companies should be clear about what’s being assessed during the interview process specifically mentioning hard and soft skills. This makes candidates feel more confident and allows them to put their best foot forward.
- Promoting Empathy and Respect: The job race is difficult, and organizations should recognize that at every stage of the interview process- from the first phone call to the final offer or rejection. Candidates who feel respected will have a more favorable view of your organization.
- Ensure a Smooth Onboarding Process: Proper onboarding is crucial in the candidate experience. Without proper onboarding, employees feel confused and unwelcome. They may quit leaving the company to start the acquisition process all over again. However, many companies don’t have the manpower to support optimal onboarding. Ensure your company is prepared to make new hires feel comfortable in their role. Videos and AI can be useful for training, but they are no replacement for the human element.
This article was originally published by Stahl Recruiting Executive Search.
