Why candidate experience matters?

 

Introduction

As a recruiter, you probably know that candidate experience is important. But what do you really know about it? How can you improve the candidate experience? And why does it matter so much that candidates feel like they’re being treated well by your company? This blog post will answer all of those questions and more!

What is the candidate experience?

The candidate experience is the sum of a candidate’s interactions with a company, both real and perceived. It’s easy to see how your organization can control the first part: you can provide clear job descriptions, interview questions, and hiring managers who are timely in their responses. The latter half of this equation though is up to a different department entirely: one that most organizations don’t even know they have.

You might think I’m referring to your marketing team here; after all, they’re responsible for crafting everything from your social media presence to infographics about what makes you such an amazing place to work. But in reality, it’s not just about marketing — it’s about all departments working together. Because each department plays an important role when it comes down to bringing on new talent (or choosing whether or not existing employees stay), there needs to be some level of coordination between them so they better understand what aspects influence candidates’ decisions regarding where they want work.

How can the candidate experience be improved?

As the candidate experience is a crucial component of any hiring process, you need to make sure it’s as good as it can be.

To do that, there are several things you can do:

• Make your application process easy to navigate. You want applicants to feel confident in their applications and not feel like they are wasting their time. When they know what they need to do and how long it will take, they will be more engaged in the process. For example, if a form has too many fields or requires lengthy responses, this might discourage potential candidates from completing it.
• Provide clear instructions on how people should apply for positions within your company (including instructions on what format should be used). If people don’t know where or how they should submit applications then they probably won’t bother at all — and this means lost opportunities for finding great new employees!
• Use a simple and intuitive design when creating forms so that users can easily understand them without having any confusion about what information needs collecting first before moving onto another section later down the line.. This makes filling out forms less overwhelming because there won’t be anything confusing about how each field relates back somehow together with other ones above them making sense together; rather than feeling like these questions were randomly thrown together without any rhyme nor reason behind why certain areas were included over others (which would just cause stress levels rise unnecessarily high).

Why does candidate experience matter?

Candidate experience matters because it’s a reflection of the company’s values and culture. When you’re looking to hire new talent, you want to make sure they’ll fit in with your team. Attracting candidates who are excited about your brand is key to building a strong team that can help grow your business. And what better way than to showcase how much you value every candidate by making their experiences positive and memorable?

Candidate experience also serves as an opportunity for employers to learn more about how their hiring process works (and doesn’t), which can help them improve upon it over time. If there are areas where they could do better, they’ll be able to identify those issues and make changes that will benefit both themselves and future applicants — which means candidates may get even happier with each passing cycle!

Candidates are more likely than not going share their positive or negative experience either online or offline (depending on where the interview took place). They might talk about it on social media platforms like Twitter or LinkedIn; but if someone doesn’t have an account yet then they’ll probably go ahead posting their thoughts somewhere else instead like Glassdoor or Indeed.”

Candidate experience matters for several reasons.

To begin, candidate experience matters because it affects the bottom line. Candidates who have a good experience with your recruiting team are more likely to apply to jobs at your company and stay if they’re hired. According to a survey from CareerBuilder, 47 percent of candidates quit after their first interview because of poor hiring practices. On the other hand, when you hire the best person for the job based on their skills and personality instead of looking for someone who’s simply desperate or willing to work long hours without pay — you’ll have fewer employee turnover costs in the long run.

Conclusion

Candidate experience matters. As a company, you need to show that you care about the candidate and their needs for the role. It’s important that they feel comfortable with your brand and are willing to work with it. It will help them make an informed decision when applying for jobs and could potentially lead them towards accepting an offer from your company.