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What Candidates Really Want From Your Hiring Experience

In recent years, we have witnessed some major changes within the recruitment sector. Automation tools. AI interviewing techniques and even text messaging as a form of candidate engagement. What next?! Yes, a lot of these tools have advantages and of course, they have disadvantages too. But – which tools work best for the candidate? With people lying at the centre of recruitment, it’s crucial to consider how these tools affect the candidate’s overall experience with your brand.

Robot vs Human

Technology has brought a considerable amount of advantages to the recruiting process. Automating the most time-consuming tasks and removing unconscious bias and other issues from the hiring process. The big debate is over whether artificial intelligence can replace the recruiter altogether. For the sake of the candidate, we disagree. If you put yourself in their position – Would you rather engage with a robot or a person? To us, the answer is simple. Candidates need that human interaction in their application process. They need someone to comprehend their recruitment needs. Robots lack emotional intelligence, therefore an absence of trust remains between the candidate and the robot.

They Want To Engage (With Humans)

Candidates want to engage with recruiters, this allows them to truly show the employer what it is that they have to offer. By increasing the levels of engagement between you and the candidates, you can keep candidates up to date about the process of their application, interact more with them and answer any queries that they may have. By doing this, you are humanising your hiring process. You are attending to the candidate’s needs and therefore, making their whole experience with your employer brand considerably better.

Most importantly, through providing such a personal experience, they will be able to make better judgements about whether they’d like to work for your brand.

They Want To Be ‘In The Know’

By saving so much time sorting through CVs, shortlisting and so on, you can make quicker hiring decisions. Before hiring technology, recruiters could spend days screening CVs, meaning that some candidates wouldn’t know whether they were successful or not for a great deal of time. Now, we can almost immediately inform candidates about the status of their applications.

Some companies fail to respond to candidates at all, leaving them in the dark, unsure of whether their application was successful or not. It’s important to respect that candidates are taking the time to apply for a job at your company. Thus, they are displaying loyalty and interest toward your employer brand. Choosing to ignore this only adds negativity to your reputation and leaves the candidate feeling extreme dissatisfaction.

They Want To Be ‘Kept On File’

When you inform a candidate that you will keep their details on file, they want you to actually do so. You are offering to consider them for any future vacancies so it’s important that you do to preserve the trust between you both. By adding a candidate auto-discovery tool to your hiring process you can reconsider them for any new vacancies with immense ease. Not only are you sticking to what you said, but you are also helping your brand stand out from your competitors who might not have the ability to accurately reconsider their past candidates.

Unsuccessful candidates often want to be reconsidered for vacancies, especially if they have developed a liking for your brand. This will help them feel valued and create a strong and loyal bond between you both.

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