Building an Unfair Advantage Via Candidate Experience

Candidate Experience

Candidate Experience remains a hot topic for global talent acquisition leaders. Whether attracting and hiring talent directly for an employer, or doing it as an RPO for a customer, we hear an awful lot from employers we talk to about providing a world class candidate experience. The industry has been measuring candidate experience for the last six years via The Talent Board and its annual Candidate Experience Research Report.

The 2015 results are just in. We’ve reviewed it and we see several areas where employers can improve candidate experience and at the same time differentiate their brands when attracting, engaging, and hiring employees. That’s a win-win for candidates and the companies that get this right sooner than later.

Here are just a few areas for employers to work on that stood out to us:

Communication

According to the report only 40% of employers require their teams to respond to candidates at all. Early in the process candidates want acknowledgement that they are being considered for a position, and then look for transparency of where they stand.

They want to be heard and know that their candidacy and strengths were fairly considered. They also want closure when the process ends.

How to Make This A Recruiting Advantage

First, require your teams to communicate with all candidates that apply. Let’s start there. If you have the right recruiting technology you can go well beyond the classic email acknowledgement of resume receipt. This should be considered minimal. Offer candidates the ability to sign in and track their status as their resume is reviewed and dispositioned.

As their status changes on a recruiter or hiring manager’s desk, choose which milestones should generate an automatic email with that info. It’s an opportunity to keep the candidate engaged and offer them some more appropriate information or content to consider on your career site. Tip: Candidates responded that they like employee testimonials. That would be a great offer at this time.

Your recruiting technology should be able to handle all of this communication as a part of its workflow. It should even be able to tell you if your communications have been opened/read. Your team is too valuable to spend their time on things that a system should be able to do for them.

Align Your Recruiting Content With What Candidates Want

According to the report, the top five types of content candidates said they are interested in are:

  • Values
  • Product/Services Information
  • Employee Testimonials
  • Answers to Why People Want to Work Here
  • Answers to Why People Stay Here

How to Make This A Recruiting Advantage

Your career site shouldn’t just deliver this information, but should do it in a way that is relevant to the candidate and provides value to their overall experience.

The right recruiting technology will allow you to not to not only display content, but it will give your team the ability to integrate the entire look and feel consistently with your company’s brand.

More than this, your recruiting technology should give you deep insight into what information candidates are engaging with. Providing you with an opportunity to provide even further communication and content, or ask for feedback.

What Candidates Want

Stay Focused On The Experience Well After Candidates Apply

The report highlighted the need for increased communication, transparency, and accountability later in the hiring process. It went as far as to imply that the technology being used and “leaned on” by most employers was falling short in “personalization, services, and support” for candidates.

How to Make This A Recruiting Advantage

Candidate experience never ends. First, establish communication and transparency with candidates at all/any stage in the process as one of your recruiting team’s top priorities.

Select recruiting technology that can tie the pre-apply process (sourcing, marketing, attraction, engagement) to the post apply process (screening, dispositioning, interviewing, selection, offer, and onboarding).

Your marketing, CRM, ATS, collaboration, interviewing, and onboarding systems should represent one end-to-end platform. We feel that, in fact, it should be one system openly integrating where point solutions are needed to give you control over your hiring process and candidates the experience they deserve. Candidate Experience Never Ends