Candidate experience is the perception formed by candidates about your company based on the experience they had during the hiring process. Traditionally, the hiring process was created with the objective of assessing & selecting the best talent for the job. However, with the changing business scenario where best talent is in great demand, the hiring process is now two-way, where both the candidate & the company are trying to find the best match for their requirements & values. Candidates are more discerning now and do not shy away from sharing their experiences online on various social media site like Glassdoor, LinkedIn, etc.
* NorthAmerican Survey Career Builder, 2012
According to a survey, 80% candidates were of the opinion that the candidate experience serves a reasonable indicator of how a company values its people. This is enough reason for you to have a look at your existing hiring processes and make necessary changes to create a great candidate experience.
Here are some of tips that can help you create a more positive experience for the candidates.
1) Keep the process short, simple & transparent:
For the candidate applying to your company either via the career page or social media or any other source, it is important that they know the process beforehand and are assured that it is simple & not very time consuming. It could be in form of a simple application form that captures only the necessary information, keywords & summary and does not require the candidate to type in the entire resume again into smaller spaces.
You can also create a page where the entire hiring process (Application, Tests, Interview, Onboarding) is clearly outlined with timelines if possible, so that the candidates do not need to wait or chase the HR for response.
Another important factor is time. Top talent is gone from the market within 10 days. The hiring process needs to be designed keeping this in mind so that it is not unnecessarily lengthy or ambiguous. Moreover, it needs to be in line with the industry standards.
According to SHRM survey, 60% of the candidates have quit the application process due to their length or complexity.
2) Job Description:
Job description usually defines what the company expects out of the candidates and what is required to fulfill a certain role. Often, the Job Descriptions are unnecessarily long, filled with jargons & difficult to read or understand and end up putting off deserving candidates. The JD should also include details about what candidates can achieve with your company, what can the company offer them and how it can help them grow.
In order to attract high quality and serious responses, the JD should:
• Have a clear Job Title
• Be easy to read & understand
• Have simple paragraphs with headings
• Be relatable
• Not be boring but Interesting
This ensures that the candidates understand whether they are qualified for the job or not and help improve the quality of applicants.
3) More human approach:
Looking for a new job is not easy and candidates are usually nervous and anxious about the whole process. Hiring managers can help calm their nerves by being more human through out the process. This includes respecting their time, providing them with refreshments, communicating with them and answering their questions patiently, etc. Try and put yourself in their shoes and if there is anything that can be done to improve the process and make it less nerve wrecking, do it.
4) Interview:
According to a LinkedIn survey, 83% candidates said that a negative interview experience can change their mind about the company or the role. This shows how important is a good interview experience for the candidate. Interviewer is usually the first human or personal interaction they have with the company and hence it can make or break the overall perception about the company. Some important things that can improve the interview process are:
• Be punctual or communicate in case of a delay
• Keep the interview short and to the point
• Let the candidate know as much as possible about the company and the role
• If possible, get the team members to meet the candidate to give them a glimpse of the work culture and environment
• Do not keep too long a gap between 2 interviews.
• Give feedback & inform about further course of action as early as possible
67% of candidates would turn down a job offer after a poor interview experience, according to the latest Robert Walters white paper entitled ‘Optimising The Interview Process To Secure The Best Candidates’.
5) Communication is the key:
A SHRM Study shows that 51% of candidates are frustrated with the lack of communication from the company. Communication is the most important aspect of a good candidate experience. Create a good communication plan such that the candidate is informed about where they stand in the application process and what happens next. Communication plan should be made to include the following –
• An acknowledgement email to the candidate after receiving the application
• Email or a call confirming the date of test if any or interview with all the details
• Email or call after the test or interview informing them when would they hear from the Hiring manager with the results
• Communication regarding the final acceptance letter & other formalities
• Communication regarding rejection or delays. Provide constructive feedback, wherever possible.
• If there is a recruitment agency involved, it is important to ensure that they are held accountable for communication as well.
Keeping the candidates in loop all the time, helps them feel cared and respected and creates a positive impact. Even if the candidate has not made it to next round, it is important to communicate the same and also try and keep in touch with them for any future requirements.
Improving candidate experience is a MUST in the current talent & skills driven market. Hope these tips will help you create a great candidate experience.
