Your bottom line is being impacted by your poor candidate experience. According to the research firm Future Workplace, 64% of job seekers say that a poor candidate experience would make them less likely to purchase goods and services from the employer. Now, what are you doing about it?
It’s just not enough to presume you know what your candidate experience is like. You need to find out. Have a survey at the end of the process. Check out your Glassdoor reviews and have your recruiters ask for feedback on the candidate’s experience. Most importantly, once you have this information you need to do something about it. This will likely lead in the direction of some very specific actions you can take. Here are some general ideas that most organizations will benefit from:
- Refine your application process, especially in the mobile world we live in. There are a lot of things you can do here to improve your application process. The first thing to take a look at is if you have redundancies in this process. For starters, don’t ask candidates to upload a resume and then also fill out an application with their qualifications as this is a waste of their time and can be viewed as disrespectful.
- Respect the candidate’s time. Don’t have a drawn-out application or interview process. Candidates are likely missing out on work or missing out on other job opportunities by going through your interview process. Unnecessarily drawing this out can be very frustrating for candidates. If you have multiple rounds of interviews, make sure to move through them quickly.
- Make your process transparent. Outline the steps of the process so candidates know both what to expect and where they are in the process. Candidates are likely going through the recruitment process with other companies as well, and communicating with candidates openly will be an advantage over your competition for talent.
- Tailor content. Candidate personas give employers insights into candidate journeys, messaging nuances and website navigation. Candidate persona activities allow employers to provide candidates the personalized information they want to know about work/life balance, company culture, career growth and the nature of the work they will be doing. The more information you can provide during this process can help a candidate decide if the environment you have at your organization is the right fit for them.
- Your work isn’t done after the offer is made. Keep the candidate engaged with regular communications and tailored content. Lacking to do so could lead to a candidate reneging on the offer or ghosting your organization (which is becoming more common these days). Read more about our onboarding best practices in our recent blog post.
These strategies and tactics should give you a good idea of how you can optimize your candidate experience and improve your bottom line.