We always make candidate experience a priority. Firstly, we know if we treat candidates well it can reflect positively on our clients – we’re their employer brand ambassadors after all. Secondly, it makes good business sense for us.
Happy candidates, whether they have been successful in their job application or not, are much more likely to work with us again – whether it be to continue their current job search or when they are ready to make another step in their career later down the line.
We often also find candidates being recommended to us. Those who we’ve been able to help in the past are more likely to tell their friends, family and colleagues about us in the future.
So how can you make sure you foster a positive candidate experience, to help your future recruitment, in just the same way?
Make every point of contact a chance to leave a positive impression
Every time a candidate comes in to contact with your organisation you have an opportunity to leave them with a positive impression.
Consider the points of contact a candidate may have with your organisation. With many starting their job search online, look at how your website (and wider online presence, such as social media) portrays your organisation to candidates. How easily can a candidate find details such as current job vacancies and how to apply?
Provide candidates with plenty of information
With that in mind, are you providing adequate information to candidates via your website and other means? A common frustration candidates express is that they felt ‘out of the loop’ during the hiring process. They don’t want to pester employers or recruiters but equally want to know what next steps to take and ultimately whether or not they’ve been successful.
In your job descriptions state when candidates can expect to hear from you and how the hiring process progresses after they submit an application.
Ensure your recruiter offers a positive candidate experience
If you are using a recruiter, and they are due to be your main point of contact with candidates, consider how they reinforce the positive candidate experience you’ve worked to achieve. Do they understand your organisation’s key values and will these be reflected to candidates? Will they be brand ambassadors for your organisation? Do they understand what type of candidate you’re looking for?
Personalise the hiring process
Although time is often short, hiring managers can make small adjustments to personalise each candidate’s experience. This has a double benefit: the candidate will recognise that you value their application and you will be able to learn more about the candidate too – and whether they’re right for the job.
For example, during interviews, form questions from points included in the candidate’s CV or application. And ask the candidate if there is anything else they want to add at the end of the interview, or if they have any questions for you.
Don’t stop when you make a job offer
Finally, don’t forget that the candidate experience doesn’t necessarily end when you make a job offer. If a candidate has been unsuccessful, the most important thing is to let them know. If they came for an interview, offer to provide some constructive feedback. It’s all part of making sure your company leaves a positive, lasting impression.
If you would like more information on improving candidate experience, have a read of my earlier blog looking at ways you can specifically improve interviews to leave a good impression with candidates.