5 ways to create a better candidate experience

Candidate Experience

5 ways to create a better candidate experience

Candidates know that making a good first impression is critical. But does your company know that how you treat the candidates is equally as important?

The overall experience a candidate has throughout the recruiting process helps decide whether they accept the job. Yet, many recruiters still do not give much attention to creating a positive candidate experience.

Not familiar with Candidate Experience? Start by reading this blog about how Candidate Experience can be defined.

Find out more: How to improve your candidate experience: a short guide

There are so many ways you can impress or put off a candidate during the course of the recruiting process. Here are some situations where you can improve the candidate experience:

1. Application process

Start the candidate experience with a simple application process. Ensure that the application process is not too lengthy and that applicants can apply via their mobile phones. Provide as much information as possible regarding the interview – e.g. who will be interviewing them, how long will the interview take, what to bring. Try to be transparent about the process so that candidates can be better prepared. When they are more prepared, it also results in a better performance on interview day.

Tip: TalentAdore allows you to create a job ad easily and – at the same time – ensure that the application process is super convenient for the candidate!

Read more: Candidate Experience Statistics You Should Know

2. Respectful background checks

Background checks can benefit your company as you can see how your candidate communicates and what their interests are. It is not uncommon for a company to do background checks so feel free to do so. However, you should inform the candidate what kind of background checks your company will be conducting. Notice that in some countries, it is actually illegal to look for information about the candidate without his permission.

Candidates are aware that what they post on social media is not private and companies can easily access it. Your candidates should be prepared for such a situation but they will definitely feel more respected if they are informed about it. This creates a good impression of the company as the candidate will appreciate the heads up you give them.

3. Prepare for the interview

You expect candidates to come prepared for their interview, and they expect the same from you. Here are some basic tips on preparing to interview candidates

  • Always read up on the candidate’s basic information before inviting them into the room. How would you feel if your interviewer started scrambling for your CV in front of you?
  • Always offer a drink no matter how short or long the interview is going to be.
  • Introduce all the interviewers and their roles so the candidate knows who they are speaking to.
  • If it is a full-day interview, your company should definitely have an agenda ready. Remember to include lunch breaks and bathroom breaks as well.
  • Never ask candidates about their current employer – this is a really sensitive topic.

4. Always follow up and give feedback

Many companies think that by giving “silent notice”, a candidate will realize that they have been rejected. This is a common but major mistake. Not only will it damage your employer brand, but the candidate experience will also be terrible as well. Your company should maintain solid communication with all candidates during every phase of the process. You should inform candidates once you have made a decision and – trust me – candidates will be extremely thankful for that.

Go beyond simply rejecting candidates by providing feedback. Make sure you tell them why they didn’t get the job, what their weaknesses were and what they can do better or work towards for next time. Most candidates welcome feedback after job interviews as long as you give some constructive insights. Your candidate is part of your talent pool and if you thought they were going to be good for this role, then, of course, they are going to be good for roles you may have in the future. Build a strong rapport with them so that they will want to apply again in the future.

Tip: TalentAdore allows you to provide 100% personalized feedback and status updates to all candidates in just 10 seconds. Watch this video to see how!

Read more: Personalised Candidate Communication Works Like a Charm

5. Always get feedback on your candidates’ experience

This is where two-way communication comes into play. You can learn just as much from your candidate as they can learn from you. Make sure you ask candidates how they felt about their experience. An open and honest relationship with your candidates will allow you to truly see how your employer brand is perceived. If candidates mention something negative, you should take this chance to address the problem and try to solve it.

If you are able to get positive feedback from candidates you rejected, that is when you know that you are doing your recruitment process right. Believe it or not, candidates talk and share their experiences. Top candidates want the whole package. If a candidate is given a choice between two companies, it is a no-brainer that they will accept the company where they have a better candidate experience.

TalentAdore Hire is not just another ATS. With this incredible, you can handle the entire recruitment process from job postings to hiring decisions and building dynamic talent communities. It also ensures a superior candidate experience for every applicant.

The solution utilizes artificial intelligence and clever automation to create unparalleled communication with candidates. It automates those parts of the recruitment process where human input adds little or no value, saving time and allowing you to focus on your core work: the people.