How to Make The Candidate Experience Your Strongest differentiator

Creating a powerful candidate experience will help your company stand out and lure top talent to apply to your vacancies.

Nine out of ten job seekers say that their candidate experience is the number one determining factor in whether or not they would accept a job offer. In fact, bad experiences during the hiring process are so detrimental that over half of those same respondents said they would never apply to the company again after just one negative experience.

Think about it from the job seeker’s perspective. They’ve been searching for a new position, most likely for months. They see a job posting that looks like the perfect fit, and they spend hours crafting a tailored resume and cover letter. They finally hit “Submit,” only to never hear back from the company. Not even a form rejection email.

Or, perhaps, they go through an initial phone screen and are told they’ll move on to the next round of interviews. But days turn into weeks, and they never hear back.

These are just a few examples of how the candidate experience can quickly sour. And when it does, it reflects poorly on the company and the entire industry.

The good news is that there are plenty of ways to improve the candidate experience. Here are a few suggestions.

Keep Candidates in the Loop

One of the things that can differentiate your company’s candidate experience is timely communication. How? By ensuring that candidates are kept in the loop throughout the entire process.

This means sending a confirmation email after each stage of the process. Such as after the phone screen, assessment, or in-person interview. You must let candidates know when they should expect a response from you – even if it’s not the news they were hoping to hear.

In addition, you must be responsive to their questions and concerns. If a candidate reaches out with a question, do your best to get them an answer promptly. Also, after a candidate has been interviewed, it’s important to provide feedback.

This includes both positive and constructive feedback. It should be provided within 24 hours of the interview. Once feedback has been given, it’s also important to follow up. This can be done via email, phone, or in person. Doing this will show that you value their time and are committed to keeping them informed.

Make the Process as Streamlined as Possible

Streamlining the process itself can also improve the candidate experience. Several approaches can be taken to improve the candidate experience. One option is to manage job postings, applications, and resumes using an applicant tracking system (ATS).

An ATS can help you save time and reduce the chance of making mistakes. Another way to speed up the process is to use video interviews to screen candidates and schedule interviews. Online assessments can assist in identifying candidates who have the necessary skills and abilities for the job.

Many businesses now use recruiting tools that combine an applicant tracking system (ATS) with online assessments to make the process even easier. Because it automates many of the tasks associated with hiring, this tool provides an excellent candidate experience.

And, of course, it benefits businesses in a variety of ways. Using an ATS, for example, can help reduce hiring time by up to 50%. Also, businesses that use an ATS to manage their recruiting process often experience a reduction in cost-per-hire of up to 30%.

Provide a Great Onboarding Experience

The onboarding process is another area where you can positively impact the candidate experience. After all, the first few weeks and months are critical to ensuring that new hires are set up for success.

There are several ways to make the onboarding experience great. One is to provide new hires with all the information they need to succeed in their role. This might include job descriptions, company policies, and contact information for key people within the organization.

Another way to improve the onboarding experience is to provide new hires with a mentor. A mentor can help answer questions, give advice, and tell you about the company’s culture.

Check In with New Hires Regularly

In addition to providing a great onboarding experience, it’s also important to check in with new hires regularly. This can help ensure that they’re settling into their role and have everything they need to succeed.

One way to do this is to schedule regular check-ins in person or via video conference. Another option is to use an employee engagement platform, which can help you track how new hires are doing and identify areas where they might need additional support.

The bottom line is that the candidate experience is important. By taking steps to improve the experience, you can make it more likely that you’ll be able to attract and keep the best people.

Consider the Entire Candidate Journey

When improving the candidate experience, it’s important to consider the entire journey – from the first contact to post-offer follow-up. Each stage of the journey presents an opportunity to make a positive impression.

Consider using a customer relationship management (CRM) system to ensure that every process step is great. A CRM system can help you keep track of every interaction with a candidate, making it easier to provide a personalized experience.

In addition to using a CRM system, you can do a few other things to improve the candidate experience. For example, you can ensure your website is easy to navigate and that all your job postings are up-to-date. You can also provide regular updates to candidates throughout the process and make sure to follow up after each interaction.

By taking these steps, you can ensure that you’re providing a great experience at every stage of the journey.

Understand Your Candidates’ Needs

One of the best ways to improve the candidate experience is to understand the needs of your candidates. What are they looking for in a new role? What are their pain points?

By knowing what your candidates want, you can make the experience fit each person’s needs. For example, if you know that a particular candidate is looking for a greater work/life balance, you can highlight the company’s flexible work policy.

In addition to understanding the needs of your candidates, it’s also important to understand their expectations. What do they expect from the application process? The interview process? The onboarding experience?

By understanding your candidates’ expectations, you can set realistic expectations and avoid any surprises down the road.

Keeping It Short

The bottom line is that the candidate experience is important. By taking steps to improve the experience, you can make it more likely that you’ll be able to attract and keep the best people.

To provide a great candidate experience, it’s essential to understand your candidate’s needs and expectations. You should also tailor the experience to meet their individual needs. Finally, it’s important to check in with new hires regularly. This will help ensure that they’re settling into their role and have everything they need to be successful.

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