How To Improve The Candidate Experience In Your Company?

The candidate’s experience is one of the parameters that make up the employer brand. It includes the sensations and experiences of the candidates who present themselves to a company, at each stage of the recruitment process, regardless of whether the process is successful or not. Taking care of the candidate experience positively influences a brand image and can make a company one that people absolutely want to join such as talent place.

At a time when certain profiles are difficult to recruit, improving the candidate experience can make all the difference. That’s why, in the following article, we will give you some tips to improve your candidates’ experiences, especially in difficult times.

Tips to improve the candidate experience

1. Improve your process flow

The first step is to improve your process flow and define who in the company has contact with the candidates and at what stage. When considering initial forms of contact, take the time to review what you’re sharing, consider whether it aligns with how you want your business to be perceived, and whether you’re sharing everything you want people to know about your business.

2. Consider your ideal candidate

As you create your process flow, remember to consider the type of person you want to work with and the type of candidate who would be a good fit for your company. If your company is looking for a candidate who presents himself in a formal way, with authority, experience and seriousness, you must adapt your ad to this type of candidate.

In contrast, how to advertise to a digital candidate, who may just be a recent graduate, requires a very different kind of approach.

3. Be transparent and communicate

If the candidate has already been presented, do not think that you already have it. Now comes the most important thing: the candidate’s experience. You have already made yourself seen and, now that he likes what he has seen, you must make him feel that he has not made a mistake in choosing you.

Also, give them feedback on each procedure: if you have received a response to the offer, if you have received their CV, or any contact they have had. Respond, report how the process is going and be accessible. You don’t know how the candidate experience changes when you prioritize communication at every step.

This also includes contacting the candidate if their application is unsuccessful. In that case, be open and honest about why it didn’t meet your expectations. We strongly believe that lying to the candidate or not telling the full truth is detrimental to the hiring experience, and omitting information has the potential to jeopardize the client-candidate relationship.

4. Make them feel important

Personalizing messages is key in the communication process with candidates. Take advantage of recruiting tools that can make this process easier for you, and take the time to personalize your messages so that each candidate feels unique. Putting yourself in the candidate’s shoes will help you treat them with honesty and respect.

Think about how you would like to be treated or even how you treat your customers. If a satisfied client returns to your services and recommends you, a satisfied candidate will too. In other words, make each candidate feel like they matter to you and your business.

We know that most of the time we cannot contact all the candidates who apply for a job. There are companies that are aware of this fact and, therefore, let the candidate know. On the other hand, calling to communicate the decision to the chosen candidate is very satisfying, but you should not forget to write or, as far as possible, also call the candidates who have dedicated their time to you and who have not finally been hired.

5. Measure the experience

Just as you establish the process of the candidate experience, you must also measure it. The best way to understand and evaluate your experience is to ask them directly. Surveys should be conducted after the candidate has finished the hiring process, either successfully or unsuccessfully. Include questions that cover key opinion points such as:

• In general, what did you think of the hiring process?
• What things should we do to improve our hiring process?
• Would you recommend others to apply for a vacant position in our company?
• How likely are you to reapply for an open position?

A good idea is to measure this on a scale of 1 to 10. It is important to set these milestones in order to make measurable changes and improvements. You should also consider optimizing online quizzes for mobile devices to increase response rates.

Therefore, the candidate experience is strongly influenced by the company culture and all internal and external parameters must be taken into account. If your employees feel comfortable growing within your organization, you will give a good image and the profiles demanded in the market will not hesitate to contact you.