So you want to know about candidate experience? Well, it’s all about how your applicants feel during your recruitment process and ensuring you both feel you could be a good fit for each other. Did they feel like they were being interrogated by the Spanish Inquisition or did they have a good time? Did they feel like they were just a number or did they feel like they were being considered? All these interactions contribute to their overall experience and, as a result, their perception of your brand as a recruiter.
Now, you may be asking, “Why does candidate experience matter?” Well, let me lay it on you, my friend. Firstly, it shapes your brand reputation. It’s a known fact that 69.4% of applicants are more likely to share their negative experiences on the internet, and with the internet being the go-to source for information these days, it’s easy to see why your reputation can take a hit if your candidate experience misses the mark.
Secondly, competition is fierce, and candidates have more options than ever. With the quit rate among employees on the rise and more job openings than applicants, candidates have the upper hand. A strong candidate experience can make all the difference, so make sure your application process isn’t a snooze fest and show your applicants that you care about them.
And last but not least, candidate experience helps build your talent pipelines. Even if an applicant doesn’t get the job this time, a positive experience can encourage them to try again in the future. Good communication is key to a good candidate experience, so make sure you’re intentional and consistent with your updates.
So how can you win at the candidate experience game?
Are you tired of attracting the wrong candidates, or having the best ones slip through your fingers? Is your candidate experience not quite hitting the spot? Well, buckle up and get ready to upgrade your hiring process to a wild ride of fun and efficiency!
Make them fall in love with your culture and brand through your website
You might think your career site is just a boring brochure, but it’s actually a wealth of valuable information about how you position yourself! Make sure your career site is easy to navigate and loaded with all the info candidates need to make a wise decision. Share the unique quirks of your company, why your team is living the dream and the perks of joining the squad.
Social Media:
Social media is the perfect platform to show off your company’s news and events. Use it to give candidates a sneak peek of your company culture and keep them in the loop. Plus, you can create a careers hashtag to help job seekers easily find you and make them feel like they’re part of the club.
Job Descriptions:
Your job descriptions are the first impression for your potential candidates. Start with a bang by sharing what makes the role interesting, exciting, and impactful. Then, give them the details on the day-to-day tasks, salary, benefits, and qualifications. And don’t forget to include specific performance goals so they know what they’re getting themselves into. Make sure it’s not just good for the company, but also for society and the candidate’s soul.
Inclusive Language is Key
Your job descriptions set the tone for a diverse and inclusive workplace. Use language that welcomes all types of candidates, not just the “strong, competitive, and assertive” ones. Consider adding a diversity statement that shows you’re committed to creating a supportive and inclusive environment. Empathy goes a long way!
Application Process:
Candidates have plenty of options, so don’t make them regret choosing you by having a complicated application process. Keep it short and sweet by only asking for the crucial points of info, and make sure it’s mobile-friendly because nobody likes typing on a tiny screen.
Interview Process:
Your interview process is like a game show, and the prize is the perfect candidate! Make it fair and engaging for everyone involved. Communication is key, so keep candidates in the loop and let them know what’s next. And if you need to change the timeline, don’t keep them hanging – send a quick note to keep the excitement going.
Onboarding:
The recruitment process isn’t over until the onboarding is done. Make it a grand finale by creating a smooth and welcoming experience for your new hire. And don’t forget to celebrate their arrival with balloons, confetti, and a ticker tape parade (or just a warm welcome will do).
Now you’re ready to take on the recruitment process with confidence and charm! Say goodbye to the recruitment blues and hello to a world of happy hires!
So there you have it! If you want to make the first-class candidate experience a priority, then Troi is a great place to start (and finish). We’re all about that open dialogue, ensuring both candidates and the companies we’re hiring for have equal time in the spotlight and well, just making sure conversation flows.
Candidates will be happy knowing we’ve secured that dream job where they will be valued, and companies will be happy knowing they’ve secured some great talent to help foster that people culture, and ultimately having the right talent on board to drive business growth.
