To help companies understand what makes a bad candidate experience. And what they can do to turn it around.
The 5 obstacles in creating a great candidate experience - and how you overcome them
An insight into the obstacles faced by businesses in bringing about excellent candidate experience and how they can overcome these challenges.
Word spreads fast in our modern world, and candidates know which companies excel.
For these companies, an excellent candidate experience has helped to grow their impressive reputation. Which in turn allows businesses to attract the brightest and best candidates.🌞
Candidate experience is a vital way of connecting with people. It is just as crucial for a company's brand as the products or solutions they sell.
It showcases the company differently, highlighting a more personal identity to a company, increasing positive renown, brand recognition and revenue streams among new and existing customers.
Therefore, candidate experience must be done correctly for a twenty-first-century organization.
🙋But, how can you create an environment that delivers an excellent candidate experience?
There are many obstacles and difficulties to doing so. But, this article will seek to explore these obstacles and provide viable solutions that your business and recruitment teams can utilize to overcome these challenges. 😉
We will explore:
- How education and learning about the importance of candidate experience can deliver excellent results.
- How to act, interact and communicate with candidates during the recruitment process to deliver an excellent candidate experience.
- How to measure candidate experience. How to use data to improve your recruitment processes and find what works and does not for your organization.
- And what to do if you are going global with your recruitment process. What you must consider to deliver a fantastic candidate experience, wherever you are in the world.
Education on the value of excellent candidate experience
For some, the notion of candidate experience may seem to be a waste of time.
Recruiting is a simple process. You have a position that needs filling. You provide the job specification. And await the responses for you to analyze, interview and select your chosen one.
When you have been recruiting and hiring new personnel for many years, you have seen all manner of new trends and in-vogue business practices. In an industry constantly hunting for the next hot thing, candidate experience may seem just another in a long list.
But the business world has changed. And candidate experience is now a big part of this new world.
All aspects of a business impact how it is seen or perceived by audiences that can stretch across the globe. That's a lot of potential customers.Just like how negative reviews and opinions of a company's product affect its reputation, so does the way you treat candidates.
For example, 60% of jobseekers wouldn’t buy a company's product because of poor candidate experience.
So, it is time for an awakening!
Companies and recruitment teams need to be aware of the importance of creating an excellent candidate experience.
🙋How can I do that?
The executive teams
By educating your company's C-Suite about the commercial impact because of their poor candidate experience, it would help them to:
- To visualize and understand the opportunities excellent candidate experience can bring to a business. And the commercial impact of getting it wrong.
- Thus, reducing the risk to a business's finances and reputation.
- Ensure buy-in and support so that the right resources are available for improvements.
- And explain how the changes made can help your company stay ahead of your competitors. By emphasizing an innovative new solution to how companies interact with candidates, it can make you more efficient and boost your reputation among potential candidates who have heard about your new personable approach.
By talking to those with the power to bring about change can be vital. Explaining your vision, the positive implications if accepted, and the negatives, if not, can allow for a smooth transition of the changes you wish to make.
With support from the top, your goals for a more personal and human candidate experience will be easier to achieve and mean acceptance from employees will also be more forthcoming. 🎯
The recruitment teams
Those responsible for the day-to-day hiring also need to be aware of the change in process and methods. And the importance of creating an excellent candidate experience.
By teaching employees the importance of candidate experience, not just for their jobs but also for a company's reputation and branding, you highlight how they can significantly improve the company. 🏋️♀️
Through training your recruitment teams on the importance of creating excellent candidate experience, you can:
- Train your team to interact and work with candidates far more efficiently and effectively.
- Improve the recruitment team's performance. Knowing and understanding how they should interact with candidates helps teams perform their job at a higher standard.
- You are addressing company-wide weaknesses. Provide consistency in your recruitment process.
- Enhance employee satisfaction. Investing in specialist training shows employees that they are appreciated and are adequately supported. More confidence=better performance.
- Create a safe and open environment. A place where employees can speak their mind. They can provide their ideas on how to improve candidate experience and the recruitment process in general.
Emphasizing your employee's importance in the company's future and their role in bringing about excellent candidate experience can ensure buy-in and increase motivation to utilize the new methods.
Which also makes your company more attractive to potential candidates. For 27% of candidates, training and the chance to further their professional development are why they choose to work at certain companies.
Support from both of these critical groups can make candidates experience a company-wide approach and help lead the charge into a twenty-first-century recruitment process with a human face! 🤝
Finding the right tool to create a great candidate experience
Without the correct means, you will not implement a process that creates a great candidate experience.🤦♂️
You have educated and trained your teams on the importance of candidate experience and now need a tool to take action.
It would help if you considered:
- The feedback and ideas received from your teams. This can help direct your thinking to find a candidate survey management tool that is the most appropriate tool for your organization and employees.
- Compare and start to evaluate each process to find which best suits your needs as a business.
- The opinions and knowledge of your IT teams. They can see how these solutions may work, prepare for any changes to your digital infrastructure, or make you aware of any existing processes that may already exist.
- Based on your findings, you will hopefully find a recruitment management tool that brings synergy to your process and enables you to provide an excellent candidate experience.
Finding the right tool for your recruitment process will hopefully maximize your candidate interactions and improve your candidate experience.
Communication during the recruitment process 💬
Searching for a new job and going through the recruitment process can be a lonely pursuit.
For candidates, the average amount of time it takes to find a job in 24 weeks.
In that time, there are many false dawns, silence and impatience, as candidates eagerly await news that may pop up on their phones, day or night.
A solitary journey.
🙋So, how can companies make it better for candidates?
A significant problem with the recruitment process for candidates is the lack of contact and communication between themselves and the company they have applied for a job at.
With 52% of candidates not receiving any communication after applying for a job, it forces many to declare it a lost cause and move onto other opportunities.
How many excellent candidates are you missing out on because of your silent treatment!💔
To create a better candidate experience, you need to improve the volume and quality of communication with candidates.
🙋How can I improve my communication with candidates?
Analyze your recruitment process
Find suitable moments to connect with your candidates 🔒:
- Before the application, provide candidates with the means to discuss the role and the company with a relevant employee. This provides an insight into their potential new job and answers any questions they may have regarding the company. Finding the active interest among your candidates and hitting home the reasons why your company is so good.
- Once candidates have applied, you could inform candidates on the time frames of the recruitment process and how it is progressing.
- Provide further news and information on your company. This can help to increase their knowledge and increase commitment and interest, that yours is the workplace for them.
- Reminder emails. Hello! How are you? Let the candidates know that they are still in your company's thoughts.
- You could also provide your candidates with surveys—opportunities to talk to them about their experience in the recruitment process. What has happened, what they liked and what can be improved?
Personalize Contact 👋
It is a simple thing, use names!
When you write and communicate with candidates, speak to them like an individual.
It makes the interaction feel less like a robotic, automated answer and makes it more special.
Adjusting the tone of your exchange to be more individually focussed can give it a more human feel and make the candidates feel valued. Thus improving the candidate experience.
The hardest part of any application process. Delivering the rejection.
How do you deliver bad news positively?
When you email your candidate, using the same answer for all candidates will not cut it. Try creating 3-5 different rejection templates, so you can select the one that best suits the candidate.
All candidates deserve the minimum of an email regarding whether they were successful or not, within a suitable time frame, not eight months later. Otherwise, candidates might as well have thrown their application into the void. 🌌
If you have met the candidate for an interview, you must call the candidate to relay the news. They have gone so far; you've met them face-to-face, they deserve a direct conversation instead of an email.
Furthermore, this communication allows you to provide feedback on a candidate's application.
You can explain the reasons why they were unfortunately not the candidate for them.
They may be disappointed with the bad news, but they know how they can improve to avoid disappointment next time with feedback in hand.
Ultimately, in the back of their minds, they will be thankful for your honesty and feedback, helping to improve their suitability for other jobs.
Thus, creating a great candidate experience even in the most difficult of circumstances.
The importance of the personal touch 🧑🤝🧑
A personal approach to recruitment and hiring is key to modernizing your business practices and creating a great candidate experience.
Through open and honest communication, you show you value your candidate's desire to work for your organization. You are welcoming, supportive and help showcase the kind of environment that attracts candidates.
A robotic interaction between company and candidate in a hiring process or none at all could give advantages to other companies. Those taking a more human approach to communication may attract a broader range of employees based on their new personal reputation.
With 50% of candidates unwilling to work for a company with a bad reputation, even for a pay increase, it shows the importance of positive communication between candidates and the company.
People want to work at places they feel comfortable and have heard good things about how they treat their candidates, imagine how they treat their employees!
Measuring Candidate Experience
So to improve your candidate experience, you have:
- educated your organization
- you've found the right tool
- adapted your communication style to improve your candidate experience.
🙋But how do you know if any of these steps have worked?
The information and feedback don't just appear on your desk; you have to go and find it 🔎:
- Acquire feedback from candidates. Regardless if they were successful or not, and learn how they found the recruitment process.
- Search Social Media. Here you can learn what the Internet thinks about your company and its recruitment process. With 59% of candidates using social media to research companies, they have an interest in working.
- Communicating online. A large proportion of potential candidates learn about your company via the words of those who may not work for your company. Good reviews and bad. This free space gives people the opportunity to share their insight. And you can learn how to improve on the back of this. Just remember, any interaction you may have needs to be professional. It can help to boost your perception, with 62% of Glassdoor users agreeing that their opinion of a company improved after seeing them engage with a review.
- Data Analytics. An actual twenty-first-century recruitment process. Use the data collected from your Recruitment Management Tool. The information can measure what areas were prosperous and what needs work.
All of these steps can allow you to identify obstacles and remedy them to create a great candidate experience.🧗
Widening the search for the best talent 🗺️
To find the best candidates, companies are increasingly extending their search globally.
With changes to the way we work and improvements in technology, the demand for employees to all be in one fixed location is diminishing.
And so with this switch to a remote style of working within many organizations.
The possibility of a team consisting of a broad range of nationalities spanning continents is a reality.
Which is a great idea!
An influx of new ideas, attitudes, and the future opening of new markets can create greater brand recognition and increase customer interest.
But how do we find these international candidates?
🙋And how do we make sure the candidate experience is fantastic wherever you are recruiting in the world?
People recruit and find employment different from country to country; foreign laws and customs mean recruitment teams need to work within these parameters.
Working with local voices
Utilizing the resources you have, your local teams or individuals with knowledge of the customs or language of a new location can help you understand the subtleties of recruiting globally.🦉
These voices and opinions can better position your messaging and interaction with new candidates. Teach you how and where your candidates search for jobs, where they source their information and remove language barriers.
You are tailoring your recruitment process for international use to be appropriate and possess the correct information for your company to be competitive. And which will help you to find the right target audience within a country or region.
An appreciation of what makes us all different can help you find common ground with teams and candidates worldwide.
This knowledge can remove the obstacles of recruiting globally. And make sure that you can provide excellent candidate experience for any candidate, anywhere in the world.
Over the mountain, and onto excellent candidate experience!🚵♀️
For companies, a great candidate experience is pivotal for your brand and public image.
Getting it right is vital for competitiveness and attracting and retaining the best talent globally.
You can create an excellent candidate experience by following these steps:
✔️Educate and train your organization on the value of candidate experience.
✔️Find the right tool to manage your recruitment process and find ways to implement better quality of candidate experience.
✔️Learn and value the importance of communication within the recruitment process and how openness can create a better candidate experience.
✔️Acquire your data. Find ways to measure your candidate experience, get feedback, and action new solutions to improve.
✔️When going global with recruitment, think about how you can transfer excellent candidate experience anywhere in the world. Consider points of difference and what you can do to make sure you hire the best of the best.