From applicant to advocate: Turning candidates into your biggest fans
The high cost of a negative candidate experience
Imagine acing the initial tele-interview for your dream job, only to be left waiting for 30 minutes on the in-person interview day with no explanation. You learn the hiring manager is double-booked and the interview is rescheduled, with no regard for your schedule. Frustrated and feeling disrespected, you might even withdraw your application.
Did you know that a staggering 52 per cent of job seekers reject offers due to a negative recruitment experience? But is the opposite true as well?
Why does building a positive candidate experience matter?
Seventy-six per cent of applicants say a positive experience influences their decision to accept a job offer. This makes fostering a positive experience a strategic necessity.
These are the benefits that companies prioritising a positive candidate reap:
- Attracting top talent: News travels fast and positive experiences become a magnet for high-performing candidates who value transparency and clear communication.
- Strengthening employer brand: Positive candidate experiences translate into positive reviews on job boards and social media, strengthening your employer brand and positioning you as an employer of choice.
- Expanding your talent pipeline: Positive word-of-mouth and social media build your reputation and attract a wider pool of qualified candidates.
The benefits of a positive candidate experience are clear. It is time to transform your recruitment strategy by prioritising candidate experience.
The recipe for a positive candidate journey
Revamping your recruitment strategy requires focussed effort. Here are seven key ingredients that contribute to a winning candidate journey:
- Empathy first: Understand the candidates’ perspective—their anxieties and expectations—to create a smooth and efficient process. This reduces their frustration and creates a positive first impression.
- Seamless process: Make the application process smooth and efficient. Here are some tips and tricks:
- Clear and concise job descriptions: This helps attract qualified candidates who understand their role and responsibilities.
- Mobile-friendly applications with minimal clicks: This caters to digitally native Gen Z candidates and makes applying convenient.
- Streamlined assessments and interviews: This saves candidates time and effort and communicates to them your respect for their busy schedules.
Embrace technology and make the application process accessible and convenient, reaching a wider talent pool.
- Prioritise communication: Ask the candidates about their preferred contact methods (email or phone) and tell them who their point of contact is. Communicate throughout, including rejections! Ghosting is a strict no-no! This addresses any confusion and anxiety that may creep in during the recruiting process.
- Respect time: Start interviews on time and train interviewers on punctuality and virtual etiquette. This shows professionalism and respect for candidates’ time.
- Showcase your culture: Highlight your company culture through videos showcasing your workspace, team interactions and employee testimonials. This attracts candidates who resonate with your values and reduces post-hire turnover.
- Build relationships: Offer resources for interview prep and provide feedback on applications, even for those not selected. Treat all candidates with the courtesy you would show a client—personalised communication and prompt responses. This translates into glowing online reviews and social media buzz, boosting your employer brand.
- Transparency matters: Inform candidates about the use of objective criteria (a decision matrix) for fair and data-driven evaluation. This builds trust with candidates and demonstrates a commitment to fairness in the hiring process.
- Strong onboarding: Create a well-structured onboarding programme that welcomes new hires, introduces them to the company culture and sets them up for success. This increases new hire retention and engagement, leading to a more productive and happier workforce.
By implementing these strategies, you can create a positive candidate experience that attracts top talent, builds a strong employer brand and sets the stage for long-term employee success.
Craft a journey beyond screening
In today’s competitive landscape, candidate experience is the tipping point: it is the difference between attracting top talent and watching them walk away.
This blog unlocks the recipe for a winning candidate journey, benefiting both you and your potential hires. By prioritising the seven key ingredients outlined here, you will not only reduce candidate frustration and build trust but also strengthen your employer brand and ultimately attract the perfect talent for your team.
Therefore, implement these strategies, nurture connections with potential hires and watch your talent pool flourish. The future of your company hinges on building strong relationships: start cultivating them today!
