7 crucial (but missed) ingredients for a great candidate experience5 min read
The hiring process from a candidate’s perspective can be a high-stakes and high-stress experience. Often candidates want the job but are unsure of what it takes to be selected as your next team member. This can cause anxiety. In fact, a survey conducted in the US suggests that as high as 92% of job seekers experience anxiety as a result of interviews. A great candidate experience can be a great way of relieving stress among candidates, enabling them to focus on showing your team their best qualities and skills.
There’s no set recipe for a great candidate experience, but there are a few ingredients you can use to make sure yours is great. Here we’ll cover seven crucial, but often missed, components to improve your candidate experience.
1. Reach out with any delays.
One of the biggest complaints recruiters face is with candidate communication. While great candidate communication forms one of the pillars of a good experience, it can be difficult to keep in touch with candidates when you are working multiple requirements. Additionally, a lack of updates can be both frustrating for the hiring party and the candidate.
Sometimes tracking down an update for a candidate can be out of your control; the hiring manager went on holiday, you’re waiting on paperwork to be processed, or any other number of reasons. However, in the absence of a substantial update (you would like to offer them the position, invite them to the next stage, or reject them from the process) it’s important to inform your candidates.
An email or call explaining the circumstances or delay in the decision can go a long way in promoting a great candidate experience. Sometimes no news at all is good news. Keeping your candidate informed will let them feel you’re still on the case, actively seeking a decision for them.
2. Record important information on your candidate profiles.
When you have so many balls rolling in your hiring process, important information can be missed- especially if the communication happens over the phone or during a meeting. Miscommunications can be particularly problematic when it comes to the offer stage. If information regarding salary expectations or start date were not recorded appropriately, this can lead to a negative candidate experience. Additionally, if you have to ask your candidate multiple times for the same information, this can be perceived as a lack of attentiveness.
Make sure to follow-up any meeting or call by recording any vital information in your ATS. This will help keep you prepared and minimize any miscommunications with your candidates.
3. Outline your hiring process in the job description.
The biggest cause of candidate anxiety stems from the fact that they don’t know what to expect from your organization. There’s a quick and easy fix that can help ease at least some nerves: outline the basics of your hiring process in the job description. This small addition to your job descriptions can help your potential candidates understand what might be required of them.
It’s normal to be hesitant to share the details with your candidates in case they arrive over-rehearsed. But if you provide only the most basic information, this can be avoided. Share only the basic steps so they know what to expect if they are successful in each round. By managing expectations you will automatically be providing a better candidate experience.
4. Share the LinkedIn profiles of the interviewers ahead.
Candidates will inevitably (and hopefully!) do their own interview preparation ahead of the meeting. However, sometimes candidates can be left wondering who their interviewers will be. For a great candidate experience, send them a detailed interview invitation with the interviewers’ LinkedIn profile links. This can help the candidate get a good feeling of whom they’ll be speaking with from within the business. Additionally, it will prompt the interviewers to have a look at the candidate’s LinkedIn profile.
5. Outline what candidates can expect after each step.
Sometimes this small element is missed in the hustle of the hiring process. Outlining what a candidate can expect after every step in your recruitment process will help keep the process moving smoothly. With clear expectations, candidates won’t be left wondering if and when they should follow-up or if they need to prepare anything in advance. With next steps clear after every stage, you’ll be well on your way toward a great candidate experience.
6. Keep in touch in between offer acceptance and onboarding.
The hiring process can be very intense. Once a candidate accepts your offer, it’s easy to fall into the trap that they’re signed, sealed, and delivered. However, the radio silence that most candidates receive post-acceptance can be concerning and provoke second thoughts. Until the candidate starts their first day with your company, make sure they’re still having a great candidate experience.
Engaging your candidates during this last stage before they join your company can be a great way to build on a positive candidate experience. Keep in touch, and update them with any changes or information they may need to have before their first day.
We here at Recruitee love taking this as an opportunity to show our new team members how excited we are to have them join us. During this last step, we send our candidates a starter packet with basic information and resources as well as a fun gif. We hope that this is the cherry on top of a great candidate experience.
Candidate experience is so important in developing a great employer brand and attracting the best talent. While it may require more devoted attention and assessment, make sure you don’t forget these seven elements. These quick fixes can help ease candidates’ nerves and generate a better candidate experience.