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?
Candidate Experience signifies how job candidates feel when they are in connection with the company they are interested in working for.
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?
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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.
How can you provide a great Candidate Experience?
1) Job Application
One of the biggest complaints from candidates is the application process.
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 A 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 B 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
Sending a general automated email does not exactly leave a positive impression on the candidates.
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 A, 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 B, 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.
How to give feedback even when you don’t really have time?
Watch the video below to see how AI could help you. 👇