How to create an ideal candidate experience?
Candidate experience – is it another trend floating around insignificantly? While it is a popular buzzword, creating a good candidate experience is highly relevant and impacts your company. Besides the job opportunities, how candidates experience your recruitment processes could set you apart from the other business that hunt for talent and what makes a candidate choose to accept or decline your job offer.
So, let’s dive into the topic. In the following lines, you will get to grasp the concept of candidate experience and, more importantly, learn why and how you can efficiently improve in that area.
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How to improve candidate experience?
There a handful of practices you can start adopting now that will enhance the candidate experience. Here are 6 of the essential ones:
01 Write clear job descriptions
There is nothing more frustrating than applying for a job with the conviction that you fulfil the job requirements to find out that you are rejected for the job because you do not meet unspecified criteria. This is why it is crucial to write a short, crystal clear job description that is easy to read. If you want to go into depth with the specifics of how to craft a job posting that attracts the best candidates, we highlight the topic in this blog.
Remember, focus on enlisting the must-have job requirements to your job descriptions and avoid cluttering the list with nice-to-have criteria. Having endless requirements in one pile will turn off applicants as they would not feel they qualify for every single bullet point.
02 Ease the application process
To begin with, if your job ad is not easy to find, very few would make an effort to dig around your careers page. It also sends the signal that you do not value the candidate’s time. Having it at a prominent place on your page is a step towards creating a good candidate experience. Next, applying for your job position should not be a riddle – avoid making applicants register to your system to apply and, even worse, make them create passwords whose criteria are too demanding.
For an even better application experience, it is helpful to give clear application instructions so that candidates can prepare the documents they need to upload beforehand. Especially if they need to apply for a place that uses advanced linguistic screener. If possible, for an even greater and seamless application procedure, consider integrating a LinkedIn parsing with its “Easy apply” option.
03 Keep candidates up-to-date with their application
One of the most discouraging factors that leave candidates with a bad impression of the application experience is the lack of response from companies whose available job they applied for. Notifying candidates of the bad news is better than keeping them wondering and unaware. In fact, research conducted by Careerbuilder showcases that 42% of the ghosted candidates won’t apply again to that company, and 22% will tell their network not to apply either. This discontent is one of the primary reasons why Workable, a worldwide known vendor of recruitment software, has a 2 Day Rule policy for replying to candidates. By responding promptly, your company demonstrates that they value individuals and indicates a good ethic.
Also, consider creating an automated “thank you for applying” email and aim to contact prospective candidates from a human email.
Of the ghosted candidates won't apply again
Will tell their network not to apply either
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