You want to improve your candidate experience, but you’re not sure where to start. Luckily, there are a few simple things you can do to make sure your candidates have a positive experience from start to finish. Here are 7 tips to help you get started:
The first step in improving your candidate experience is to make the application process as easy and streamlined as possible. Every extra step you add will only serve to frustrate and discourage candidates. Keep the process short and sweet, and don’t ask for any information that isn’t absolutely necessary. Ideally, the candidate experience consists of many touchpoints in their interactions with the organization, but the application process is one of the most important. Streamlining the application process involves efficient candidate evaluation and a same-day hiring process. Putting off a subsequent final interview for the next day runs the risk of losing a brilliant prospect. Keep it short and sweet. No one wants to fill out a long, tedious application. Stick to the essentials and make it as quick and easy as possible for candidates.
Throughout the entire process, it’s important to keep your communication clear and consistent. This means setting expectations up front and then following through on those expectations. Once a candidate has applied, it’s important to keep them in the loop. Let them know what to expect at each stage of the process, and give them regular updates on their status. If a candidate is expecting to hear back from you within a certain timeframe, make sure you stick to that timeline. And if there are any changes or delays, be sure to communicate those clearly as well. Nothing frustrates candidates more than being left in the dark.
Candidates appreciate feedback, even if it isn’t all positive. No one likes getting rejected, but it’s important to provide some feedback so that candidates can learn and improve for next time. If you’re able to provide constructive criticism, that’s even better. If a candidate is not selected for the role, take the time to give them some constructive feedback. But at the very least, let candidates know why they weren’t selected so that they can adjust their approach in the future. It shows that you’re invested in their development and care about their experience, even if they’re not ultimately going to be working for you.
The internet has a wealth of resources that can help you improve your candidate experience. Technology can be a great way to improve your candidate experience. From online applications to automated communication systems, there are a number of tools that can make your life easier and your process more efficient. Utilize tools like Google Analytics and heat mapping to get an understanding of how candidates interact with your website. This will give you valuable insights into what areas need improvement.
Consider using a chatbot on your website to answer common questions and direct candidates to the right information. You can also use social media platforms like Twitter and LinkedIn to engage with candidates and address any concerns they may have. You can also use an online form builder. This will save you time and hassle by creating forms that are easy to fill out and submit.
Your company’s brand should be evident throughout the entire candidate experience. From the moment a candidate sees your job listing to the moment they receive an offer (or rejection) letter, every touchpoint should reflect your brand. This includes everything from your website and job listings to your email communications and even your office space. Candidates should feel like they know who they are and what they stand for from start to finish.
It’s often the little things that make the biggest difference. Something as simple as a handwritten note can go a long way in making a candidate feel valued. Or if you have the budget for it, small gifts or tokens of appreciation can also be a nice touch. It’s important to show candidates that you’re paying attention and that you care about their experience.
Finally, improving your candidate experience is an ongoing process, so it’s important to always be looking for ways to improve. It’s important to get feedback from candidates and use that feedback to continually improve your process. Solicit feedback from candidates, hiring managers, and your team, and use that feedback to make changes and improvements. Ask them what they thought of the experience, what could be improved, and what they would have done differently. Then take that feedback and use it to make changes and tweaks to your process. The goal is to always be moving forward and making things better for everyone involved. By continuously striving to improve, you can ensure that your candidates have the best possible experience.
Following these tips will help you create a positive candidate experience that will not only attract great talent but also help you retain top talent within your company.