Recruiting Strategy

Candidate experience 101

3 minute read

Candidate experience can be greatly improved by good communication, a personal touch and the use of online recruiting software. What can you do to improve candidate experience.

 

No matter how long you have to recruit, no matter what tools you have at your disposal, the most significant thing for your candidates is their experience with your organisation. If the recruiting process has not inspired confidence, a candidate is going to be reluctant to take up on any offer you may have put forward.

Ensuring good candidate experience means a lot to the profile of your organisation and public perception… and ensuring a good candidate experience does not require any effort, especially when you use recruiting software. Here are a few things to consider, when recruiting to make sure your candidates are having a positive recruiting experience.

This is part of our Recruiting Strategy series

Communication

Everyone’s favourite recruiting statistic? Up to 70% of candidates don’t even get an automated response when applying online for jobs. This leaves a candidate uncertain if their application was even received.

By formulating some kind of response, even if it is automated, you immediately place your organisation above the competition

By formulating some kind of response, even if it is automated, you immediately place your organisation above the competition. Yes, it is that easy.

Ease of use

There is nothing worse than having to enter your address twice when placing an order online, or repeatedly getting errors because you missed a field with an asterisk. Applying for jobs online throws out some similar challenges.

By streamlining certain aspects of the process, you can make life much easier on the candidate

By streamlining certain aspects of the process, you can make life much easier on the candidate. Allow them to upload a CV, rather than have to fill out each job they have held in the past five years. An online recruiting software solution, like HireHive is ideal, as it lets you customise the application process, minimising the information needed.

Timing

Nobody likes to be left waiting. By getting back in contact with candidates relatively swiftly, you are much more likely to keep their interest. It is no good contacting a candidate for the first time week or even months after an application. They are likely to have taken up another position in that time.

Even sending a quick email to say that you are still in the decision making progress will make the candidate confident they have not been forgotten.

Personalisation

We all like a little bit of special treatment or to be recognised as an individual. I even get a buzz if the barista remembers I like cinnamon on a cappuccino. It does not take a great lot of effort, but it can make a huge difference in the long run.

By setting up your automated correspondence to address a candidate by name or similar, it gives the candidate the impression that their application has been handled by a human being, rather than just filtered through a machine.

Feedback

Though time constraints to hire can pose a challenge here, it is important to try and give feedback to applicants. When you have interviews to arrange and onboarding to organise, it can be tough to find the time, but taking a moment to offer feedback means an awful lot to candidates.

If you are interested in the candidate and think that there might be an opportunity with your organisation for them in future, it is good to part on good terms.

 

Candidate experience 101 was last modified: March 3rd, 2017 by Orla Hodnett
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