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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.