The Ingredients of an Excellent Candidate Experience
Learn more about the key ingredients for designing an excellent candidate experience.
While candidates need to be prepared, the same can be said about the companies that wish to hire them.
We've already discussed what potential candidates can do to boost their chances of success in Why An Informed Candidate Is A Preferred Candidate, but it's important to understand that there are two sides to the whole recruitment process. While candidates need to be prepared, the same can be said about the companies that wish to hire them.
Candidate experience is becoming very important, as 72% of potential job seekers actively call out companies with poor recruitment processes on sites such as Glassdoor. Times are changing – gone are the days where companies can treat the recruitment process and the candidate experience lightly. James Atkinson of Gartner Human Resources highlights how companies must now put employment branding and the candidate experience at the forefront to recruit the best talent. So how do you go about this? Read on to learn more about the key ingredients for designing an excellent candidate experience.
The first step of any candidate experience is your company's career page. Seeing as this is your direct link to potential talent, your aim should be to be as visible and accessible as possible. Adrienne Smith’s post on Comeet highlights the importance of an accessible and detailed ‘Careers Page’ that answers all the candidate’s questions. On this page, your company’s mission, the job role, benefits, and application process should be outlined clearly. Doing all of this will ensure a smooth and easy application process for your potential employees – a key ingredient for excellent candidate experience.
Seeing as most, if not all, job interviews occur in your company’s office, it would be a wasted opportunity to pass up this chance to give the potential candidates a glimpse of what it would be like to be a part of your company. This can be in the form of an office tour or even a walk through of the day-to-day operations of your department. This is important, as Anisa Purbasari Horton article on Fast Company emphasises how being transparent during the recruitment process will make your potential candidates aware of what working for your company will be like.
The last thing you want is to make your potential candidates feel like they’re just another body to fill a desk in your company. You can remedy this by making the recruitment process more personalised. Now, the level that your company is willing to go to make this happen may vary, but this can range from branded freebies to something smaller. Non-generic email messages that are tailor-made for each potential candidate that your company encounters are a cheap but effective personalisation method. A combination of these will go a long way to making the candidate experience better.
Lastly, you’ll want to take a more proactive approach when it comes to improving your company’s candidate experience. You can do this by taking the initiative to survey your candidates about what they observed from their recruitment processes. In doing so, your company is given first-hand information on what you can do better for future candidates. This information will be crucial when it comes to bettering your company’s recruitment process and candidate experience as a whole. Not only is this one of the most effective means of improving your methods, but it is also one of the most efficient, considering all it takes is a quick survey.
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