How to Create the Ultimate Candidate Experience

According to research by IBM Analytics, candidates who were satisfied with their experience were 38% more likely to accept a job offer. While a key priority may be to fill a role, it is important to take other factors into consideration when it comes to candidate experience. You also want to consider how a candidate will talk about your company if they have a bad experience and the negative impact this could have.

Here are some helpful tips on how to create the ultimate candidate experience:

Make the application process easy

The first point of contact a candidate will usually have with your company is completing the application. Whether this is through a third party job site or your company’s website, the process should be relatively easy and straightforward.

Asking a candidate to answer loads of questions, or having a form that is difficult to follow can create a frustrating application experience. Some qualified candidates may not bother completing the application. Those that do complete their applications may be less enthusiastic about the next stage of the hiring process.

The ideal length of time that it should take to apply is under 10 minutes.

Provide flexible interview options

More companies are starting to allow candidates to have their interviews via video. This means that the candidate might not need to book a day off work to attend the interview and won’t need to travel to the location, which can be very time-consuming or difficult for some individuals.

Taking the Skype interview a step further, you can also use OnDemand video interviews which allows the applicant to complete the interview at a time most convenient for them. The recorded video interview can then be shared with hiring managers and stakeholders to discuss the most suitable candidates.

Optimize your job descriptions

When you advertise for a role, it is also an opportunity to market your company and show job searchers that you are a good employer to work for. You should highlight the benefits you offer compared to other employers, for example, if you give generous holidays, offer flexible working, or any other relevant perks.

It is important to use a clear and concise job title to avoid any confusion around the nature of the job. It is better to include the salary range if you can, so that people don’t waste their time applying for a job that does not align with their salary expectations.

You should also format the job requirements and description so it is easy to pick out the important information, by using bold, bullets and subheadings where relevant.

Refresh your assessment approach

If you are using assessments as part of your recruiting process, create an assessment process that is engaging.

It is also important that the people involved in delivering the assessments come across friendly and professional to help the candidate feel comfortable asking any questions and to give a good impression of your company.

Even if they are not the right fit for the job you are recruiting for, if you can impress them with your innovative and interesting assessment process, this will help to build your employer brand and they will probably be more likely to buy your services or products in the future.

Provide good communication

When you receive high volumes of applicants, ensuring they are all updated can be difficult but it can create a poor candidate experience if you don’t respond to applications or update individuals on the outcome of their interview. Being left to wonder whether they will hear back from your company is frustrating and may not reflect well on your organization.

If you are struggling to find time to respond to applicants, consider investing in software that can automate the key communications. For example, applicants that do not make it through to an interview will be sent a polite rejection email, thanking them for their interest. This provides a much better experience than no response at all.

Conclusion

Any candidate that submits a job application is much more than a potential employee. They are also a potential customer and advocate of your brand. Follow the guidance above to help create the ultimate candidate experience.