Why is the "candidate experience" so important?

There are many open jobs in the market, but not enough people to fill those positions.

Attracting the best hire for the organization is a challenging task for the recruiting manager. And during the hiring process, one thing they should never forget about great candidate experience.

So, what is candidate experience

Candidate experience can be defined as the perceptions created by a job seeker about your company during the hiring process.

Let’s find out why the candidate experience is so important?

A positive experience can help your company attract and find better talent, while poor candidate experience may harm your reputation.

As many as 4 out of 5 candidates ( 78{998ff540fe94a59c7c9828c4dd5223100610db67cea90947d11644c77e05f5f4} ) say the overall candidate experience they receive is an indicator of how a company values its people. Source: careerbuilder.com

Employers can struggle to understand job seekers fully, which means it is always beneficial to study candidates more closely about their preferences, behavior, habits, and motivations, so you know them better.

A good experience for candidates will help your organization to create brand value. Imagine if the hiring experience is good, candidates will share this experience with their colleagues or peers. This practice will help you attract more candidates and create goodwill for the company.

To ensure there is no communication gap during the hiring process, let us find out how you can improve candidate experience.

Create Transparency

Things are changing very fast in the hiring domain, and candidates have a lot of information about your company through various online channels.

We know that job seeking is now a 24/7 activity that means a candidate can find the open position and apply anytime. Candidates turn to their friends first about the company culture or feedback before applying, so your company experience is directly relating to new prospects.

As an HR, you need to be transparent about the recruitment process, right from the pre-application stage until the onboarding process candidates feel connected with the company culture and philosophy.

Take Advantage of Technology

If you are struggling to find the right candidates and relying on guesswork in the hiring process, you may end up in a bad hire.

You can overcome this problem with the help of technology-based tools.

Imagine if you could improve the screening process by sure shot data-driven insights. Now there is no need to make guesswork in the process, and you can know about your candidates even before you interview them.

With the data insights, you can only move candidates to further process that meet the eligibility criteria. This approach will also help you remove conscious bias as the candidates will be sorted by a machine and not by humans.

Tools like resume parser/job parser allow you to extract details from your resume, and you can save them in your database. This process helps you save time and avoid unnecessary repetitive tasks.

You can store these values into an ATS/CRM directly and rank the candidates according to skills or requirements.

Create A Good Relationship

It may not be possible to hire every person you interview, but every person you interview goes away with certain memories about the interview process.

Even if you don’t select the candidate, ensure that the experience is smooth and good because all candidates, whether they are selected or not likely to tell about the process to others.

It means candidates become your brand ambassadors if they are happy; they will tell others about you and how you treated them.

During this hiring process, you can create a candidate pool, so whenever there are new openings, you can get in touch with the previously interviewed candidates.

We are in a very complex environment where candidates have a lot of information and opportunities available. If you are looking for the best fit for the organization, you have to actively work on the hiring process to ensure the delightful candidate experience.

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