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The biggest part of a candidates experience takes place before even making contact with them. Oftentimes, this process begins the moment they find a job post from your company. Ensuring that this process is smooth for job seekers sets the tone for how they approach the job opportunity!
What does this look like in 2021?
The Post-Pandemic-Pandemic candidates market has allowed many to switch careers in a year’s time. The pressure has mounted on companies to be able to share their values, culture, and appeal to top talent.
Candidates are out there trimming down their CV’s, making tailored cover letters and doing interview preparations. With the influx of applicants, these can still look the same across the board as a hiring manager. However, there are real people behind these applications.
One of the best things you can do to ensure you’ve got your bases covered as a company is to have a great candidate experience. Here are some ways you can do that:
There is nothing more demoralizing than not receiving any messages back from a company after applying. With all the work that goes into some applications for jobs, the last thing applicants want is a lack of response. If they came back qualified later, they may disregard your hiring process completely because of this bad experience.
Something as simple as a reply that says, “Thank you for applying, we have chosen to go with other candidates” is better than nothing at all. By putting something like this out there for candidates – they’ll come out of the experience with a better sense of what the company is like as a whole.
Getting a generic message such as the one above can still come off as condescending and treat a candidate as just another applicant in the pool. No matter how qualified, the candidate will appreciate the sentiment in a message.
For candidates who make it past the screening stage of an application process, this is crucial. Again, at the very least they deserve an email that notifies them about the outcome.
Personalization can make this process much better. Just getting a firm “Sorry, you haven’t been selected” without any feedback can feel like a slap in the face. Instead, reaching out with strengths and weaknesses identified, contact info or other resources could be a huge help.
By treating the candidates as more than just an application, you are helping both the person and your companies reputation moving forward. It doesn’t take much to help a person, but it can mean the world to them in their job search.
Depending on the job, company, or situation, there could be multiple rounds of interviews via phone, in-person or over video conferencing. At this point, the applicant has typically invested a great deal of time and effort.
The gold standard for this stage is typically a phone call from the recruiter or hiring manager. With this comes constructive feedback based on their performance and the reasons they didn’t succeed in getting the job.
Unless the company has done a lot of hiring in bulk and can’t call every candidate – they should really be called each and every time. Even a video message recorded with feedback would be better than an all-text email.
With a great number of applicants, qualified candidates can get lost. By taking advantage of the recruiting software that is out there for hiring managers – you can ensure you are getting the best candidates.
Part of an effective recruiting process involves planning out the candidate experience that lies ahead for candidates. Why not use some digital tools along the way to assist you?
When it comes to the details of getting hires on-boarded or a background checked, an ATS can help streamline those processes and make it a smooth process for all stakeholders.
The COVID-19 pandemic has transformed the employment marketplace, and one area which it has definitely impacted is that of the interviewing of candidates.
When states across the country first started implementing lockdowns in 2020, in-person interviewing was hard to come by. However, that didn’t mean employers didn’t still have hiring needs. Of course they did. What it meant is that employers now faced a greater challenge in their pursuit of top candidates for their open positions.
Video interviewing to the rescue! read more…
Looking for an applicant tracking solution that can simplify your HR experience? With the right ATS, you can analyze, track, and strategize your talent acquisition processes better. Expect more than a system that helps attract and hire qualified candidates. You want a solution that can give you a competitive edge by helping you with the following:
Your company is typically hiring for multiple positions at the same time. Applicant tracking systems serve as a data bank for all your hiring processes, helping make searching easier by automated the process and avoiding human error – saving you time, resources and money. And more sophisticated solutions offer functionality beyond talent acquisition to provide for professional development and employee retention. The Application Manager (TAM) is a cloud-based, collaborative solution that lets users track job postings and actively engage quality candidates. TAM provides tool sets that allow recruiters to review, select and share applicant information within the hiring teams that are posting open positions with your organization.
The right tools help attract the right candidates:
Hiring the right people helps create an attractive working environment. And the best candidates are often the ones that aren’t looking for a job. An optimized ATS solution will allow candidates to apply directly and be automatically added to your database. Look for a solution that grows with you and doesn’t limit the number of candidates you can add. And your career site should be fast loading and optimized for mobile so candidates can apply from their smartphones.
The best ATS solutions offer customizable functionality like job board and career site distribution, candidate outreach, and applicant communications. You’ll find the ease of one-click posting to a host of free and paid job boards saves you hours of administrative time.
For example, TAM ATS software enables you to:
Look for an ATS solution that can drive you HR goals. An ATS like TAM is designed to be intuitive and easy to use. There is no need for time intensive training or long implementation periods. You’ll find that TAM can easily integrate with the recruiting practices you already have in place. Access and easy-to-use system with an easy-to-edit dash that can adapt and scale to your most important processes:
TAM’s user-friendly interface makes it easy for candidates to find and apply for the right careers – offering a convenient, timesaving autofill option when they apply for positions. And systems like TAM offer important follow up with candidates. The biggest complaint job seekers mention is HR departments that neglect to respond to application submission status, or worse yet, interview follow up. With TAM, it’s built into the workflow and easily customized for each specific scenario.
You focus on finding and hiring the best candidates – We’ll take care of the leg work.
When it comes to choosing the right ATS match for your business needs, offers user-friendliness, and delivers reporting capabilities, flexibility, and the level of integration that work to support your operations. Attracting and hiring the right talent for the job is easier, faster, and more efficient with an Applicant Tracking System like TAM’s cloud-based solution. You’ll find that TAM streamlines job posting, candidate selection, and your onboarding processes. Look for an HR solution that can dramatically reduce your time – from posting and applications, to vetting, hiring, onboarding, compliance and reporting. Ask about ease up upgrades and access to tech support. And expect transparent, affordable pricing – no set up charges, no training fees, no hidden service charges. Find all of this with TAM – offering one of the most versatile features packages of any applicant tracking system available on the market today.
If we have learned anything in the last year, it is that remote work has brought with it a new way of working. While many have sour opinions of remote work life, many are up and leaving their jobs if they don’t allow some flexibility around it. Given that there was a global pandemic, remote work had to be adopted in many industries that could support it. Without it, many industries would have suffered much greater loss as a result.
Why is remote work so appealing or not so appealing for others?
Whether it was home situations, having the kids home during workdays, juggling mundane tasks with business meetings and more. The result of all these combined made for a very challenging time for some who were WFH. Along with the struggles of technology, lack of regular in-person communication, and being in a physical office, this all made for a difficult 2020 working situation.
For others however, it was a breeze. Working from home allowed people to save their commute times, complete other mundane tasks on breaks, and be more productive than they might have been previously. So while many had their struggles, some were living their best WFH lives.
What does this mean moving forward though?
Many employers plan on keeping hybrid/remote work models in their future. This will allow some people to work in their offices, while others work from home. Many HR managers are trying to exercise their options in this scenario. According to Robert Half, 34% of hiring managers note that the biggest benefit of this work structure is the retention of employees wanting flexibility and work-life balance. They also noted the biggest challenge would be engagement and productivity among team members.
From the workers standpoint, Accenture had survey results of 83% of workers said a hybrid model would be optimal. According to their results, workers felt they had better mental health, stronger work relationships, and a better overall feeling throughout the pandemic.
63% of high growth organizations are enabling the work-anywhere business model, which is making it a popular choice as a trend. Along with that, 85% of respondents noted that feeling productive anywhere with a company went hand-in-hand with long-term employment.
High-growth companies are acknowledging that flexibility is best for workers after the crazy year. Additionally, employees are more likely to be comfortable in situations where that flexibility is granted. Given this fact, it is clear to see that the future of hiring is flexible and remote.
One of the critical questions they pose is “What unleashes a person’s potential, allowing them to be healthy and productive, regardless of where they work? Below is the spread from the respondents answers and you can clearly see that many are on either end of the spectrum.
The time for flexible working is now! It seems wise to go along with the trend of hybrid work, especially as many as 9.3 million employees leaving their jobs in the spring of 2021. Workers are looking for better work-life balance along with their work-from-home opportunities.
If your company is open to these sorts of opportunities, this is a great place to start to lure in top talent. Making these apparent on any job listings or job posting sites could prove beneficial for hiring efforts.
As a result of the pandemic in 2020, remote work has become the topic of concern on many worker’s minds. With many people given the ability to potentially return to work in the future, most are opting to have choices. Those they have the flexibility are also found to have a better overall mindset and feeling towards their work-life balance.