It is becoming increasingly difficult to become one of the best places to work, and we all wish that there were a magic formula to achieving that status.
The companies that get there are the ones that make candidate experience a priority in their sourcing and recruiting practices. There are various avenues to take, ranging from simple enhancements to more complex endeavours. By treating your candidates like you would normally treat your consumers, you will be impacting your bottom line and taking your business to the next level. Essentially, what candidates experience when they apply and interview with your company makes an impression which they will eventually share across the social networks.
If you don’t recruit with candidate experience in mind, you are missing out on top talent who will be turned off by a complex and inefficient application process. They will easily be lured away by the competition that is making an effort in communicating with them, making it easy and fun for them to apply for their jobs, and offering opportunities to interact with people in their company.
A great candidate experience can provide organizations with many benefits. Unfortunately very few of them have attempted to optimize it. According to a recent research, eighty per cent of senior HR and procurement professionals do not regard the candidate experience as a priority in recruitment. But there are, and here are a few key benefits to fostering a positive candidate experience:
Investing in the candidate experience yields more engaged employees. A new employee who experiences an enjoyable hiring process is much more likely to be positive and engaged when they start working for your company than an applicant who was mistreated and neglected by your hiring team. This creates disengaged employees who can have a detrimental impact on your business once hired.
Applicants who benefit from a positive candidate experience can help you build your company’s reputation on social networks which will then make it easier for you to attract top talent. A direct correlation between candidate experience and employer brand has recently been demystified through the following realities:
- You are just not hiring employees, but ambassadors of your business.
- The people you hire today will determine the kind of culture and brand you build tomorrow.
- Your employees are your greatest point of differentiation and the biggest asset in creating a competitive advantage.
Keeping candidates engaged and happy throughout the hiring process, even without hiring them, will make it much more likely for you to get a favorable response when you reach out to them for new positions. This will help you shorten your recruiting cycle and decrease your cost per hire.
A memorable candidate experience is business necessity as it can help you boost sales and profitability. Findings from the Candidate Experience Award competition show that close to 90% of candidates are more likely to buy from a company that gave them a positive candidate experience, irrespective of whether they got hired.
So what’s next?
The first step is to review and audit your application process through the eyes of the candidate. You can also seek feedback from current employees to uncover additional views of anomalies in your application process. Then, create a list of things that need to be inspected further and improved to ensure a more pleasant talent experience. Finally, start implementing changes to improve candidate experience. These can be small tweaks which can be things that you can handle individually or more complex initiatives that require an in-depth cost-benefit analysis and organizational support.
You are different in how you hire and the roles that you need to fill. It is recommend to search for low hanging fruits in order to make the biggest impact. Build momentum from there and share results with colleagues and peers. Tailor your improvements to your target audience and invest in the ones that will affect the perception of your organization the most. It is equally important to continuously seek feedback from your applicants to keep iterating towards a word-class candidate experience. The reality is it may require an investment in people, technology and social media — but we are confident that the benefits will surpass these costs.