Is candidate engagement/experience really a “thing”, or is it just a trendy talking point…
As of late, the term “candidate experience” has become a frequent topic on LinkedIn, in blogs, and articles from “influencers” – is this, just a lot of talk and not so much action?
Candidate experience begins well before someone fills out an online application, although having someone upload a resume only to have them manually enter the same information is, at the very least, frustrating, which is not a great first impression. So, maybe the first step towards a positive candidate experience is ease of use and simplicity for candidates in the ATS an organization chooses. Most often these systems are designed with everyone other than the candidate in mind, at least that is how it seems from the candidates’ perspective. These systems do make things easier for talent acquisition but let us try to put a little more “human” into the process, maybe through videos about the position or organizational culture.
When candidates feel they have had a positive experience during the application, interview, and post interview process, they are more likely to refer their friends, family, and acquaintances even if they were not chosen for the position. These candidates are also more likely to reapply when new opportunities are posted.
What enhances the candidate experience?
Communication: Candidates want to be kept informed during the recruiting process. Offer multiple channels for communication.
Employer Reputation: Candidates who like the brand of the hiring organization are more likely to reapply if they do not receive an offer. Candidates will talk to others about their experience, in person or online. The entire candidate experience should be quick and easy to complete thru multiple platforms; desktop, mobile, etc. Employee testimonials are valuable content for candidates to review.
Treat Candidates with Respect: Understand that candidates are reviewing the hiring organization and making decisions about the company.
Educate Candidates: Explain to candidates about the hiring process, the job, the work environment, and the benefits of working there. Give pointers on how to interview well and ways to follow up after the interview.