Creating a great candidate experience involves clear communication, respect for candidates’ time, and a smooth application process. It’s essential to provide detailed information about what to expect at interviews, give candidates full attention during interviews, and follow up promptly.

 

What is candidate experience?

This popular buzzword is actually one of the most important factors for attracting talent. That’s because the candidate experience definition is “how candidates feel about your company once they experience your hiring process.” And these candidate ‘feelings’, whether good or bad, influence candidates in their decision to apply to your company or accept your job offer.

 

The cost-saving benefits of investing

A positive candidate experience can save costs in the long run. By streamlining the recruitment process and improving communication, you can reduce time-to-hire and minimise the need for re-hiring. This can result in significant cost savings for your company.

Moreover, candidates who have a positive experience are more likely to refer other qualified candidates. Employee referrals are a valuable source of talent and can significantly reduce recruitment costs. When candidates have great experiences, they are more inclined to recommend your company to their network, helping you attract top talent without spending excessive amounts on advertising.

 

9 Steps to building a winning candidate experience

1 Evaluate and improve your current candidate experience

• Start by evaluating your current candidate experience to identify areas for improvement.
• Solicit feedback from candidates who have gone through the recruitment process and review their experiences. Use this feedback to identify pain points and make necessary changes to enhance the overall candidate experience.

2 Create employee personas 

• By creating detailed profiles of the ideal candidates for your organisation, you can tailor your candidate experience to meet their needs and expectations. This personalisation can significantly enhance candidate engagement and satisfaction.
• When creating employee personas, consider factors such as the candidate’s skills, experience, and values. Think about the type of person who would thrive in your organisation and the qualities that are important for success in the role. Use this information to create a detailed profile that represents your ideal candidate.

3 Job descriptions

• Ensure that your job descriptions are clear, concise, and accurately reflect the role and its requirements.
• Use compelling language to capture candidates’ attention and encourage them to apply.
• It’s important to strike a balance between providing enough information to attract qualified candidates and keeping the description concise and easy to read. Avoid using jargon or technical terms that may be unfamiliar to candidates, and focus on highlighting the key responsibilities and qualifications for the role.

4 Simplify the process 

• A lengthy and complicated application process can deter potential candidates from applying. Simplify your application process by minimising the number of steps and streamlining the application form. Make it easy for candidates to submit their applications and provide any necessary supporting documentation.
• Eliminate unnecessary steps or requirements. For example, if a certain document or certification is not essential for the initial screening process, consider removing it from the application form.
• Provide clear instructions and guidance to candidates. Clearly outline the required documents or information and provide examples or templates where applicable.

5 Involve direct supervisors in the hiring process 

• Including direct superiors in the hiring process can have a significant impact on the candidate experience. Candidates appreciate the opportunity to meet and interact with their potential supervisors, as it allows them to gain better insights into the role and the company culture.
• It provides candidates with a chance to ask questions and get a sense of what it would be like to work in the role.
• It allows supervisors to assess candidates first-hand and provide valuable input into the hiring decision. This can help to ensure that the selected candidate is a good fit for the team and has the necessary skills and experience.

6 Providing prompt and transparent follow-up to candidates

• Communicate with candidates regularly throughout the recruitment process to keep them informed of their status. This will demonstrate your company’s respect for candidates’ time and effort.
• Set clear expectations with candidates from the beginning of the process. Let them know when they can expect to hear back from you and stick to those timelines as closely as possible.
• If there are delays or changes to the timeline, communicate this to candidates and provide an updated timeframe.
• If a candidate is no longer being considered for a role, let them know as soon as possible and provide feedback if appropriate. This can help candidates to understand where they can improve and can contribute to their overall development.

7 Conducting well-structured and meaningful interviews

• Ensure that your interviews are well-structured, relevant to the role, and provide candidates with an opportunity to showcase their skills and experience.
• It’s important to have a clear structure and set of questions that are relevant to the role and the organisation. This can help to ensure that all candidates are evaluated consistently and fairly.
• Consider using a combination of behavioural and situational questions to assess candidates’ skills, experience, and fit for the role.
• Actively listen to candidates and engage in meaningful conversation. Show genuine interest in their responses and ask follow-up questions to delve deeper into their experiences and qualifications.

8 Providing open and constructive feedback to candidates

• When providing feedback to candidates, it’s important to focus on specific areas for improvement rather than general criticisms. Be specific about what the candidate did well and where they can improve, and provide examples or suggestions for how they can develop their skills or experience.

9. Nurturing long-term relationships with candidates

• Even if a candidate is not selected for a specific role, maintaining a positive relationship can be beneficial for future opportunities. Keep in touch with candidates, inform them about other relevant positions, and update them on the progress of their application.
• Maintain regular communication. This could include sending periodic updates about the organisation or industry, sharing relevant articles or resources, or inviting candidates to networking events or informational interviews.
• Keep candidates informed about other relevant positions that may become available. If a candidate was a strong contender for one role but ultimately not selected, they may be a good fit for a different position in the future.

 

In conclusion, candidate experience plays a crucial role in successful recruiting. By prioritising candidate experience and implementing best practices throughout the recruitment process, your company can attract top talent, improve employer brand reputation, increase employee retention, and ultimately save costs. Investing in candidate experience is investing in the future success of your organisation.