Improve Your Candidate Experience

Improving Candidate Experience with eRecruit Solutions

By not taking good care of your applicants during the hiring process you are simply shooting yourself in the foot. The truth is, a bad candidate experience can not only earn you an unfavourable reputation, but it can also see you missing out on the right candidate for the position: why would they choose to work for a discourteous company? Therefore it’s in your interest to make sure your hiring process is up to scratch in order to promote the organisation effectively and attract the best candidates. Here are eRecruit’s top tips for tweaking your recruitment strategy so you can improve your candidate experience.

Update your careers website.

Jobseekers will be looking to access useful information quickly, in a format that is both appropriate and appealing. If your site is difficult to use or – for want of a better word – ugly, then jobseekers will soon become frustrated and give up. This is why it’s so important to make sure your website is accessible via mobile and tablet, as these days jobseekers are often applying for jobs on-the-go. Furthermore, you must ensure the information you provide on your website is genuinely useful, with details about the company, your hiring process and your expectations. A good way to make sure your information is relevant to the jobseeker is to have separate sections for different roles. This way, whether they are a graduate or a more experienced hire, applying for a sales position or an apprenticeship, they will know where to find the right information. In addition, a well thought out FAQs page will show your dedication to providing jobseekers with as much support as possible.

Consider the jobseeker’s perspective.

We’ve all been there – spending hours applying for jobs that you so desperately want and only receiving very few (if any) responses. To provide your applicants with the best experience, you need to offer a process that is clearly designed with them in mind. It’s important to communicate with your candidates, making sure your explanations of the process they’re undergoing are jargon free to avoid any confusion. Furthermore, you should continue to keep in touch with your candidates after the interview stage, even if they’re unsuccessful. For instance, if you take the time to provide useful feedback, you will undoubtedly receive respect from your applicants and this will lead to more recommendations.  

Involve your current employees.

Before you try out your new recruitment strategy with improved candidate experience, give it a test run on your current employees. They will be able to provide you with different perspectives and highlight any weaknesses, as well as offer new ideas. To determine whether an applicant will be a good cultural fit, have your finalists meet the team they would potentially be working with if they’re successful. See how well they interact with each other and if possible, do this from afar to get an idea of how they perform without the pressure of you right by their side. A bonus to this method is that your current employees will appreciate the fact that their opinions matter, therefore you’ll also establish a happier workforce.

Request feedback.

You need to continuously improve your hiring process to ensure it is up to date and offering the best experience for your candidates. The best way to do this is to ask for feedback from all applicants involved in your process, whether they were successful or not. Sending out questionnaires and making it possible to rate your careers page are ways you can encourage them to provide you with the information you need. Remember, there’s no use requesting feedback if you’re not going to listen to it, so make sure you’re responding to the advice you’re given.

By improving your candidate experience you can strengthen your hiring process as well as boost the reputation of your organisation. Successful candidates will reward your supportive approach to hiring by working extra hard to prove themselves in their new role. The unsuccessful ones will of course be disappointed, but at least you can be reassured that they’ll be leaving with a good opinion of your company which they will share with others.