How to improve candidate experience?

 

At any point in time, a company can have hundreds of open positions to be filled. This can be a challenge to even the most experienced recruiters. But how do you make sure your hiring process is going smoothly? What areas should you focus on? Well, that’s where we come in. We’ll guide you through how to improve candidate experience, which will lead to more efficient hiring and better candidates — plus it’ll make everyone happier!

1. Provide timely and personalized communication

As a candidate, the best way to ensure that your experience is a positive one is to have timely and personalized communication from the company. You should always be able to get in touch with someone at your potential place of employment, and they should be responsive when you do.

The key here is to provide clear updates on their application status, as well as any other information they might need during their time on the job hunt (e.g., interview tips). It’s also important that this communication comes from someone who knows something about the position — if you’re applying for an entry-level role in marketing, then an email from HR won’t cut it!

2. Include empathetic questions

Before you can offer any real help to a candidate, you need to understand their needs. What are they looking for in a job? What do they want out of their work experience? How will this role impact them as an individual and where do they see themselves going in the future? These questions might seem obvious, but many hiring managers rarely take the time to ask them. Asking empathetic questions isn’t just important for candidates — it’s also beneficial for your company. Empathy is one of the most effective ways you can create a positive candidate experience because it allows both parties to feel heard and understood by the other person. This fosters trust and rapport between the two parties involved in the hiring process, which makes it easier for each party to navigate through uncertainty or doubt during negotiations or salary discussions later on down the line (if applicable).

3. Ask candidates what they need from you

Asking candidates what they need from the hiring process is a great way to improve candidate experience. By asking them how you can improve the process, what questions they have, and what they want to know about the role, company, and culture, you will be able to provide relevant information that makes your job more attractive. It’s also a chance for candidates to share their feedback on their interview experience so that you can continue improving it!

4. Give candid feedback

Candid feedback is important to candidates. It’s also important for employers, the candidate’s experience, and your company culture. Candid feedback helps employers find out what works and what doesn’t work, which can guide them toward making better hiring decisions in the future. Candidates who receive candid feedback are more likely to recommend the company as an employer of choice. With so many benefits, it’s no wonder that companies are setting up programs like Glassdoor where employees can rate their company on their experience working there!

5. Involve your employees in the process

Your team is the best source of information about the company and its culture, so involve them in the interview process. If a candidate asks what it’s like to work at your company, ask one or two employees who would know best to describe it (and if they’re not available, put them on speakerphone).

If you have a strong retention rate among employees who have been onboarded recently and their previous manager still works there, reach out to them for feedback on what made their experience successful. This can help you identify opportunities for improvement as well as things that are working well.

6. Review everything a candidate sees, says, or hears

To ensure a great candidate experience, you need to make sure that everything is accurate. This includes your website, job descriptions, social media accounts, and job ads. Additionally, you should always check that your job offers are up-to-date when hiring candidates.

• Make sure all the information provided is accurate by doing regular audits of your website and social media accounts. Your website should have a dedicated career page (or section) on it with information about the company culture and opportunities available within the organization as well as links where candidates can apply for jobs at this company. Social media accounts should be regularly updated with recent news and updates about new products/services being offered by the company or any other relevant topics related to what this business provides its customers with.

7. Look after the details

While it may be obvious to you, it is worth noting that if a candidate calls and there is no answer or voicemail, they will quickly move on to another company. For your business to appear professional, you must have a contact form on your website so that candidates can submit their information directly.

I would also recommend having an email address people can send resumes from when they are ready for an interview or just want more information about the company and job opportunities.

The more information you provide about openings, benefits, and the work environment the better your chance of attracting quality candidates who will fit well with your organization.

Providing an exceptional candidate experience can be a huge competitive advantage for your company.

You might be wondering, “Why do I need to invest time and resources into creating an exceptional candidate experience? It’s not like they’re choosing their employer based on the quality of their application process.”

They are. According to recent research by LinkedIn, 96% of candidates will leave your job board without applying after a bad experience with your brand. Additionally, Deloitte predicts that 70% of employers will lose out on top talent due to poor recruiting practices. In other words: if you have any hope of hiring great employees or keeping the ones you have, then improving the candidate experience should be at the top of your list.

Conclusion

Improving your candidate experience can be a valuable way to improve your recruitment process and attract the best talent. It’s important to keep in mind that candidates are human beings and not just data points on a spreadsheet, so always treat them with respect by ensuring they have an enjoyable experience applying for jobs at your company. If you follow these tips on improving candidate experience, then you should be well on your way to building up trust with potential employees!