One term that has been creating noise across the recruiting and hiring domain is Candidate Experience. Everyone is talking about it but very few have a comprehensive knowledge of the topic. So, what exactly is candidate experience and why is it important to ensure a positive candidate experience? A simplified candidate experience definition is that a candidate experience is how a candidate feels about joining an organization based on the hiring process.
Apart from the candidate's own research, the hiring process is probably one of the first channels that exposes the candidate to the company and its culture. It also gives a glimpse into the company's code of conduct.
Creating a positive candidate experience can boost a candidate's motivation to join your company. It can also help spread a positive word of mouth to create a stronger employer brand. Whereas, a poor candidate experience can create a negative image of the organization. Both from an employer and brand's perspective.
Why is candidate experience important in every hiring process?
Regardless of the job role and type, it's important to know why candidate experience is important in every hiring process. Candidate experience is the initial experience of a job seeker. From the job description to interview experience with the hiring manager, a candidate experience is a sum of small but incremental experiences of the applicant.
Today, the job market is shifting from an employer to employee driven recruitment strategy. There’s a shortage of high value talents and global phenomena like the great resignation meander in the back. Plus, a staggering 52% of candidates opt to leave a hiring process mid way because of bad candidate experience. Every aspect points to a certainty that delivering a great candidate experience can engage, empower and attain an applicant who is a good fit for the job role.
Similarly, a bad candidate experience can tarnish your brand. An applicant who experiences a negative experience in the hiring journey may not only leave the process but also talk about it with their friends and colleagues. A report by CareerBuilder explains that nearly 22% of candidates (one in five) will talk with their closed ones into not applying at a company where they have had a bad candidate experience.
Additionally, platforms like Glassdoor are the go to option for job seekers to research about a company's culture. A bad review here can impair your credibility as a recruiter. Discovering ideal candidates in an already competitive market will become a nightmare for your brand. In short - a positive candidate experience is paramount.
Here is how to create a positive candidate experience at different stages of the hiring process
If creating a positive candidate experience seems like a dead end, it’s because you might not know where to start. Let’s look at some important ways on how to improve candidate experience at varied stages of the hiring process.
Plan your hires
If your hiring process lacks a streamlined plan, the possibility of delivering a bad candidate experience is quite high. sooner or later, A mismanaged workflow with no deadlines and unorganized data representation will put you in a state of confusion. Thus, before you even start working on the job description for the next hire, make sure to map out your journey.
Simplify the hiring process
Don’t over complicate the hiring process with unnecessary and prolonged steps. Ask yourself, does this job role require several rounds of video interviews? Or, if you are asking more questions than required on the careers page.
You can get an understanding of which elements to keep and which to remove based on this self reflection. A simpler process can keep candidate’s and your journey short, productive and to the point.
Prepare a detailed job description
A job description is the first piece of document the candidate reads. In other words, it’s the company’s first impression of the candidate. A job description must include key details about the company, an in-depth narration of the job role.
It should further explain the kind of candidate a company is looking for and what qualities will make an applicant the perfect candidate for the job. Some companies also prefer to share values and long term goals on the job description.
Quality candidates spend a substantial time reading the job description before applying. With a detailed JD, a lot of irrelevant applicants automatically filter out. Creating a job description can be time consuming and tiring. Hence, use an automated job description creator to develop detailed job descriptions.
Don’t over complicate the application process
A stretched application process can make the candidate opt out. As a recruiter or hiring manager, think from the applicant’s perspective. Give the candidate the easiest and the fastest way to apply for your job.
A simple career’s page of not more than one page should be enough for application. Restrict your questions to ones that are highly relevant to the application stage.
Multiple login and account creation can also make the application process frustrating. Make a note to mention the additional steps, if any, in the job description itself. When using third party job portals like LinkedIn and Indeed make sure the details dont change.
Another aspect to consider is a mobile friendly application process for making a good candidate experience. To start with, most applicants come from job portals which are more accessible on mobile. Further, a mobile friendly application option allows candidates to apply from anywhere, anytime, helping you to have more options at the end of the process.
Don’t forget to follow up
Active candidates are more open to leave an application process at any point of the process primarily because they are continuously applying at various companies together. Passive candidates, on the other hand, may not be applying so vigorously, but they can certainly use your offer to get a better offer with their current employer. So, whether it’s the initial interview process or during the onboarding process, make sure you take consistent follow ups.
If you see that a candidate is not up to the mark for the job. Avoid keeping them in the dark. Intimidate the rejected candidates about their status early and close the application journey on a good note.
Make interviews engaging and productive for the candidate
Physical or video interview, a face-to-face interaction with the candidate helps you learn more about both their behavioral and skillful ability to work for the job role. Just as it helps you, the process also opens the eyes of the candidate to the company’s culture and gives a seek peek into the question - will they fit in? Hence, assuring a comfortable environment for the interview with a neutral approach is necessary.
Rather than a question-answer style interview, make the process more productive by allowing the candidate to speak their mind. Don’t forget to thank the candidate in the end.
Take candidate feedback
Rejected or onboarded, feedback can help you analyze how well the hiring process was conducted. You can carefully study the recommendations from the candidates to further strengthen your hiring process for a positive candidate experience.
How can creating good candidate experience benefit your business?
Creating a positive candidate experience isn't about making applicants feel good. The process can directly impact your business's bottom line. Here are some key ways in which a great candidate experience can benefit your organization:
Enhanced Employer Branding: A positive candidate experience contributes to a strong employer brand, making your organization more attracted to top talent. Candidates who have a positive experience are more likely to speak highly of your company, both online and offline, leading to increased brand awareness and positive word-of-mouth referrals.
Reduced Time-to-Hire: By streamlining your hiring process and providing a seamless experience for candidates, you can reduce the time it takes to fill open positions. This can be particularly beneficial in competitive industries where top talent is in high demand. It also allows you to stay ahead of the competition.
Improved Quality of Hire: Candidates who have a positive experience during the hiring process are more likely to accept job offers and stay with the company longer. This results in a higher quality of hire, as employees who are a good fit for the organization are more engaged, productive, and committed to their roles.
Cost Savings: A smooth and efficient hiring process can lead to cost savings for your business. By reducing candidate drop-off rates and minimizing the need for extensive recruitment efforts, you can lower your overall recruitment costs and improve your return on investment.
- Positive Impact on Company Culture: The candidate experience provides candidates with valuable insights into your company's culture, values, and work environment. By ensuring a positive experience, you can attract candidates who align with your culture and contribute positively to your company’s success.
Key Candidate Experience Stats
- 52% of candidates abandon job applications due to lengthy or complicated processes.
Companies that prioritize candidate experience improve their quality of hire by 70%. - 78% of candidates say the overall candidate experience they receive during hiring indicates how a company values its people.
- 94% of candidates are more likely to apply to a job if the employer actively manages their employer brand.
- 60% of candidates report having had a poor candidate experience with a company.
- 58% of candidates are more likely to become a customer of a company if they have a positive candidate experience.
- 72% of candidates who had a negative experience during the hiring process shared it online or with someone directly.
- 75% of job seekers consider an employer’s brand before even applying for a job.
Companies with a strong employer brand see a 43% decrease in the cost per hire. - 64% of candidates state that a poor interview experience can change their view of a role or company.
End Note
Creating a positive candidate experience is a process. You can start by following the brief in this blog. However, to get consistent results, you must continuously update your hiring process. Taking candidate feedback is also necessary to improve candidate experience.
