Candidate experience is defined as the perception of a job seeker about an employer, based on the interaction during the complete recruitment process. This includes all points of contact during recruitment – job search, the application process, interview process and onboarding. Providing a compelling candidate experience is no longer just an option; it is a business imperative with very real consequences.
As a recruiter or hiring manager, what can you do to ensure a positive candidate experience?
Job Search:
A candidate’s first interactions with your organization will be either through social media, job advertisements or through the careers page on your website.
Master the basics:
At the best of times, a poorly run interview can put off candidates. Be friendly and polite – don’t forget that more than ever, you are the first person they associate with the company, so it’s crucial you create the correct impression.
Prep your candidate:
A pretty important part of the hiring process at the best of times, but prepping your candidate is especially important when the hiring process is entirely remote. While the recruitment industry is swinging between freezes and high volume hiring, it’s important to let any candidates exactly what they can expect.
No matter how qualified or experienced a candidate is, a job interview can still be a daunting situation. So as a recruiter it’s important that you make the candidate feel comfortable and relaxed.
Feedback:
Every candidate deserves a great experience, regardless of if they were successful or not. If possible, consider giving constructive feedback to the candidates who you don’t hire. Don’t let days or weeks go by without providing your candidate with feedback. Some candidates might think that “no news is good news”, while others might think that “silence can only mean one thing”. Don’t keep candidates in a state of uncertainty. Provide them with feedback whether positive or constructive regardless of the outcome of their interview. They will be grateful either way and more importantly they will respect your level of professionalism.
Make time for small talk:
In order to avoid being tarnished as just another ‘churn and burn’ or‘bums on seats’ recruiter, you should try to spend at least 30 minutes with every candidate. Take the time to speak to them on a human as well as professional level.
Onboarding:
A good candidate experience doesn’t stop once you offer them the job! Onboarding is the final candidate experience touch-point, and what could be a more memorable day for a candidate than their first day? Onboarding is your opportunity to deliver on all the promises made during the hiring process. For onboarding, consider what your new hire will need to do their job effectively, comfortably and successfully.