Candidate experience is essentially a feeling that surrounds candidate perception, derived from a job seekers encounters with an employer or recruiter during their hiring journey. This can take place in different areas such as, job advertisements, the application process, hiring, interviewing and onboarding.
Candidate experience is a top priority for many employers. Why? Because it makes the difference in securing top talent.
Employer brand: A positive experience decreases the risk of damage to employer brand or reputation. To protect the brand, treat candidates fairly, remove bias and keep candidates thoroughly engaged throughout the hiring process.
Strong candidate relationship: Information is key to maintaining a strong candidate experience. Candidates who are updated of their application journey are three times more likely to reapply again in the future if they are notified of their application status.
Engaged employees: Retain top talent through a positive experience in the recruitment process. As these candidates are more likely to accept a job offer and remain committed to the company and role.
Volume hiring and the candidate experience
Employers may face difficulties trying to maintain a positive candidate experience on a volume hiring scale. The sheer number of job openings and applications often force hiring teams to prioritise their time and consequently time limitations mean they are unable to invest fully in the candidate experience.
The consequences of this are:
- Candidates feel forgotten about – unsuccessful candidates are provisionally told their details will be stored for future opportunities but never hear anything back.
- Employers bypass applications – an influx of job applications and resource limitations mean that not everyone is considered with full time and attention.
- Unable to provide feedback – time restraints that surround filling multiple positions on a large scale can often mean hiring managers don’t provide effective interview feedback. According to research, 94% of professionals wish to have feedback if they are rejected.
How to maintain a strong candidate experience
Communication is key. Engage with candidates throughout the entire hiring process. Achieve this through consistent recruitment process updates. Applicant tracking systems are very handy in providing candidate updates via email for text, such as application progress (‘under review’, ‘interview scheduled’, ‘hired’ etc.).
Employers can also integrate different automated scheduling tools to help arrange interviews on a mass level and eliminate scheduling errors that could cost them top talent.
Reengage with candidates
Traditionally, when a candidate is rejected from a role their journey ends. However, with recruiting technology, each unmatched candidate is given a second chance. Candidate pipeline automation instantly considers unsuccessful applicants and matches them against all other open vacancies with their chosen employer. Their journey continues and experience excels when presented with a new and potentially much better-suited job opportunity.
Streamline application process
A difficult application process increases the risk of candidate drop out. In fact, it’s reported that at Fortune 500 firms, 9 out of 10 potential applications drop out because they have encountered a frustrating application process.
At the risk of losing top talent because of poor candidate experience, ensure the recruitment process is efficiently streamlined. This means speeding up processes such as resume screening in order to process every single job application fast and fairly.
Implement automation to complete manual and highly administrative tasks in order to provide more time for a personalised recruiting process. For example, automation can complete tasks such as candidate screening and sourcing. So because of this, technology frees up valuable time for the recruiter to invest in decision making, human communication and building stronger candidate relationships.
Automated technology also has the capability to present job seekers with new opportunities. Many candidates feel forgotten about following a job rejection, their CV is sitting amongst a pile of others inside an ATS database and is not being utilised. However, automation reconsiders those candidates and presents a new personalised vacancy opportunity because their skills and experience match the role.