The “candidate experience” is an ephemeral and inherently biased thing. Unfortunately, it’s also something that can have a major impact on your brand perception, the quality of your hires, and eventually your retention and satisfaction rates. How employees perceive your company persists long after they are hired or denied for a position, so making sure the candidate experience is positive should be a priority.
The following are a few ways that you can tell if your candidate experience needs improvement.
1. Position details are limited on the job posting
Job seekers want to know things like what a position will entail and how much they can expect for a salary before they apply for a job. Providing scant job details or intentionally omitting salary information is a mistake. The more information you provide in the initial job posting, the more likely you will be to find a candidate that’s a good fit for your company.
2. Candidates complain about the application process
The application process for any job should be convenient and quick. If a candidate is dissatisfied with the application process, it may set an expectation for being dissatisfied with the steps that may follow, such as the onboarding process, the training process, and the goal setting process. Candidates may fail to follow through with the application process due to these expectations, or they may begin employment with wariness.
Taking the time to make sure your application process is seamless and convenient can improve the candidate experience from the start, which may in turn set you up for success in hiring.
3. The only contact between pipeline stages is automated
When a candidate applies, it’s standard for an automated response to be sent out. However, there should be follow up of a more personal variety before an interview is scheduled and definitely after an interview is conducted. Candidates appreciate a personal touch, a lack of communication can make a candidate feel that they aren’t valued and can encourage them to apply elsewhere as they wait to hear from you.
4. Interview scheduling is difficult
If your interview scheduling process requires checking in with several different people, waiting for responses, and searching for paperwork, your top talent will likely move on to greener pastures before you set up a meeting. Organize a system so that you can schedule interviews quickly after reviewing resumes and you will be more likely to impress candidates and attract that top talent.
5. There are no rejection notices
Rejection doesn’t have to hurt the candidate; taking steps to soften the blow can improve the experience and your company image. Failing to send out rejection notices seems cowardly to candidates that have put a lot of effort into applying for your company, so they may broadcast their discontent. Taking a few minutes to compose an empathetic rejection notice can ease a candidate’s mind and make them more likely to do business with you – or reapply – in the future.
6. There is a time gap between the final interview and the offer
After a candidate has invested the time that it takes to move through your recruitment and interview process, it’s considerate to make an offer quickly. If there’s a time gap, candidates may assume they have been rejected or may become frustrated with the silence.
Making sure your candidate experience is a good one can pay dividends. Don’t ignore these warning signs, use them to help you improve your recruitment processes.