Candidate Experience is a new recruiting buzzword of which recruiters are starting to take notice. Not familiar with the concept? What Candidate Experience actually means? What is Candidate Experience?

Nowadays every company determined to succeed is focusing on improving customers’ experiences. Basically it means focusing on how customers feel when they are interacting with a company or its products.

Candidate Experience gets pretty close to that: it signifies how job candidates feel when they are in connection with the company they are interested in working for. What kind of an image they get when they are searching for information of the company, writing their applications and participating in job interviews. Candidate Experience happens in all different phases in the recruitment process – and it does not stop there.

One must remember that all communication between a company and a candidate affects Candidate Experience. What happens before and after sending an application or participating in an interview, is crucial. Does a candidate get a response, and if yes, what kind of a response is that? Will it have a negative or positive impact?Now you understand the concept. So, how can you provide a great Candidate Experience and encourage candidates to speak positively about your company? I will be sharing four situations where candidate experience can be defined—showing the difference between the positive experience and negative experience.

1) Job Application

How easy is it for candidates to find job openings at your company? Are you promoting the job through the right channels? How can candidates apply? Is your job application too long? These are some questions you should consider when you start a recruitment process.

One of the biggest complaints from candidates is the application process. Some simple changes to your application process can go a long way to pleasing candidates.

Here is a comparison between two companies:

  • Company One has an online job application that consists of ten pages that have to be downloaded before filling them in. Candidates are required to input all their past job experiences and achievements. Candidates are also requested to write an essay on why they are interested in the job.
  • Company Two has an online job application that can be done via your mobile phone. Candidates are required to input their personal details and link to their LinkedIn profile.

Which application process would you prefer? I would definitely go with the second one because it is simply fuss-free and will take a much less time. Also, recruiters will be able to find out all about their candidates via the LinkedIn profiles.

2) Personalized Communication

Many candidates are aware that the competition is extremely strong and it is not guaranteed that they will get the job. However, you should still let all your candidates know if they were rejected or if the job is filled. This will give the candidate closure rather than keep them hanging. Of course, you can do this by sending a bulk message via your ATS, but a good candidate experience can only be achieved if the candidates feel that they were valued and appreciated. Sending a general automated email does not exactly leave a positive impression on the candidates.

Here is a comparison between two companies:

  • At Company One, the candidate’s application was submitted into a black hole and never got a reply. After a couple of weeks, an automated email informed the candidate that someone else was selected for the job.
  • At Company Two, the candidate was well informed by the company and was provided with status updates at every stage of the recruitment process. Even though the candidate was ultimately rejected, it was a personalised communication process where the candidate was given personalised feedback.

If you ask around, it is pretty common that candidates go through the first process. Therefore, it is definitely to your advantage to take this chance to differentiate your company and provide a great candidate experience. Candidates will also be more than willing to share this positive experience with their friends and send you referrals.

3) Relevant Information on the Website

Many candidates will research your company before applying for a job. Is your company presenting relevant and enough information on your career page? Your career site is the best representation of your company. You should make use of this chance to sell your unique value proposition to the candidates.

Did you state clearly the steps of the application process? Is there a template of a timeline, so candidates know what to expect and how long to wait? Is all this information found on your career site? Work on these questions, and you will be able to provide the information candidates are looking for.

Now, compare these two situations:

  • A candidate is really interested in a company, but there are vague job descriptions and very minimal details about the role on the company’s career page. There is no salary or benefits information.
  • A candidate is considering various companies, but one company was especially specific in providing the relevant information and provided information about the whole recruitment process as well.

I would definitely apply to the company at which I am confident about the job role. Use this opportunity to sell your brand and make candidates want to apply for your company. It is not too difficult to provide relevant information since this information should have been predetermined.

4) Give an Office Tour

Many companies tend to focus heavily on privacy and fear showing the candidates around the office. The fear of “giving too much information away” is often unnecessary. By giving an office tour, you show that your company is extremely transparent with nothing to hide. Candidates will feel a sense of reassurance, and you will show that you are proud of your company.

Here is a comparison between two companies:

  • At Company One, the candidate was ushered quickly into the interview room after arriving. After the interview, the candidate was immediately directed out to reception by an employee.
  • A candidate was told that he/she could walk around the company alone, and afterwards, an employee comes to give an office tour.

An office tour allows potential candidates to have a better understanding of your company and what to expect. As a recruiter, you can also observe through the candidate’s body language and behaviour whether he/she will fit into the company’s culture. These observations can only be made through an activity that cannot take place in an interview room. Even if candidates do not get a job offer, they are far more likely to walk away with a positive image of your company. All in all, it is worth investing a little bit of time into showing candidates around the office—it could make a huge difference to the success of your recruiting process.

If you are looking to improve your Candidate Experience, request a demo to find out more about TalentAdore’s end-to-end recruitment system, which allows you to provide 100% personalised feedback and status updates to all candidates.