Skip straight to the candidate expertise statistics.
It’s not a “recruiters market” however as an alternative a “job seekers market”. What does this imply? Gone are the times the place recruiters and hiring managers had the higher hand in inserting job commercials and having swimming pools of candidates to select from, eagerly on the lookout for any obtainable work on supply. As a substitute, job seekers have change into extra conscious and aware of the companies they’re making use of to, wanting extra for what a company can supply them as an alternative of only a safe, salaried place.
So, how does a company sustain with these new job seeker expectations? They should assessment their general candidate expertise. Whereas worker expertise focuses in your present workers, candidate expertise focuses in your future group.
This weblog discusses what candidate expertise is, why it is very important ship a optimistic candidate expertise and 10 methods your small business can present a optimistic candidate expertise.
What’s the candidate expertise?
Candidate expertise is all about how job seekers “understand and react to an organization’s recruitment cycle” from attracting, sourcing and recruiting to interviewing, hiring and onboarding.
It’s all concerning the interplay between a job seeker and your group – primarily through the recruitment stage. Candidate expertise enchancment methods contain the re-evaluation of each single touchpoint a job seeker would have with a potential employer to primarily make the group seem as an “employer of alternative” to stated job seeker.
A majority of candidate expertise touchpoints happen through the recruitment stage. Here’s a record of the parts that make up these touchpoints:
- The job search: this may be via a social media submit promoting the place on LinkedIn, a job commercial on job search platforms similar to Monster, Glassdoor and Certainly, and even via your personal careers web page by way of your web site.
- The job software: the directions telling job seekers the right way to apply for the place or the method of supplying their particulars for a possible interview.
- The pre-interview course of: this contains the primary name or methodology of communication to introduce your self because the hiring supervisor or recruiter for the position they utilized for.
- The interview course of: this contains the construction of the interview course of, whether or not there are a number of individuals to interview the candidate, what they should deliver, the place it’s held, how lengthy it goes for and the questions you ask.
- The post-interview course of: the way you let candidates know if they’ve made it via to the following stage of the interview course of or the way you inform candidates they’re unsuccessful. This half contains finishing reference checks and negotiating contract modifications with profitable candidates.
- Onboarding: the way you prepare new staff, setting them up with the mandatory assets and techniques they should get their job achieved and introducing them to the group.
Though most candidate expertise touchpoints happen through the lively recruitment stage, it does exist in passive kinds, with 48% of the job seekers basing their candidate expertise off earlier interactions or relationships with the hiring group earlier than they utilized for a job.
Why is it vital to ship a optimistic candidate expertise?
Candidate experiences could make or break the prospect to rent high quality staff. Every of the person candidate expertise touchpoints addressed above can considerably influence job seeker attraction charges if not achieved accurately. The details converse for themselves and illustrate how every stage of the recruitment course of is as vital as the following to facilitate an general optimistic candidate expertise.
Listed below are some key statistics that showcase the significance of an excellent candidate expertise and the repercussions of a poor one:
CareerPlug’s 2021 Candidate Expertise Report shared why job seekers declined a job supply and a majority of the explanations got here all the way down to their general candidate expertise.
The group then went on to ask job seekers how vital the recruitment course of is to their general candidate expertise on a scale of 1 to 10: with 10 being essential. The overwhelming response was a ranking between 8 and 10.
If something, these statistics about fostering a optimistic candidate expertise ought to spark a need to revise your present recruitment methods to make sure that you’re assembly these expectations.
10 methods to enhance your candidate expertise
So how are you going to put your finest foot ahead and appeal to the perfect candidates to your group? Listed below are 10 methods you’ll be able to facilitate a greater candidate expertise.
1. Clear job descriptions
Candidates need clear and correct descriptions of the place they’re making use of for, together with the related position duties. Some organizations pay an excessive amount of consideration to itemizing what they want and need in a super candidate and don’t spend sufficient time describing the wage vary, potential advantages for the candidate themselves and illustrating firm values. Be conscious. They are going to need this in an easy-to-read format, so don’t overwhelm them.
2. Keep clear
Clarify every step of the recruitment course of intimately, ideally through the first level of communication to the potential candidate. Allow them to know what number of interview levels there are, what number of references they might want to present and if any pre-screening candidate checks will likely be required. 83% of job seekers state that clear recruitment course of expectations would enhance their general candidate expertise.
3. Put money into devoted careers pages
Whether or not a careers web page in your web site or your social media careers-dedicated profile, these platforms are essentially the most visited recruiting property, so be certain that info is simple to search out, user-friendly and interesting. Make these candidate touchpoints a one-stop-shop for solutions to potential candidates’ questions in your firm and the place they’re making use of for. For instance, think about creating devoted internet pages for every job position you’re at the moment recruiting for.
4. Facilitate a seamless software course of
Candidates spend about three to 4 hours submitting only one job software. Take a step again and put your self of their footwear. Undergo your whole software course of and be brutal. Do you discover it straightforward so that you can apply to your personal roles? Is the applying course of too lengthy or is your software type overly difficult? Is the applying course of optimized for all sorts of gadgets? Actually simplify your course of simply to get the important thing info you want communicated and go away the hard-hitting questions for the interview or screening calls.
5. Be respectful
It takes time for a candidate to submit their software to your job commercials. From researching the corporate, tailoring their resume, cowl letter or choice standards to your necessities after which taking day out of their present job to attend interviews. Be certain that to not waste their time by making all the software course of fast and environment friendly. This may even keep away from alternatives for the candidate to obtain extra aggressive affords from different organizations on the lookout for expertise.
6. Don’t cease speaking
One of many primary frustrations of job seekers is poor communication. Attempt to present as many standing updates as potential all through the applying course of. If there’s a delay in attending to the following stage attributable to inner causes, allow them to know. If they’ve moved to the reference verify stage, allow them to know. If they’re unsuccessful, allow them to know and supply suggestions on why.
7. Revise your interview methods
Your interview is usually the primary formal interplay between hiring managers and candidates and might vastly have an effect on their expertise. When you get it proper, you’ll have potential staff keen to hitch your group. Be certain that to ask related interview questions, holding them quick and supply candidates an opportunity to ask you questions too. Invite candidates to do an workplace tour or take them for lunch. Enable candidates to see your tradition up shut, not just a few values written on the job description.
8. Ask and provides suggestions
Even in case you don’t rent them, be certain that to offer candidates constructive suggestions as to why. This will enhance their expertise, assist them develop themselves professionally, after which come again and apply sooner or later when they’re prepared. You’ll discover candidates will tremendously admire this and be extra inclined to give you suggestions on the right way to enhance their general candidate expertise primarily based on their particular person expertise with the method.
9. Be in contact
Even in case you don’t rent a specific candidate, you’ve gotten invested your time to offer constructive suggestions to them. This may make them an ideal match for future roles. Be in contact with unsuccessful candidates via social media platforms similar to LinkedIn. Create candidate swimming pools to ship messages each few months to see how they’re going and notify them when a job is made obtainable once more. They are going to really feel valued that you just’ve thought of them once more for a future place.
10. Contemplate recruitment advertising initiatives
Contemplate inbound advertising initiatives round recruitment that proactively appeal to candidates with the purpose of them selecting your group as their subsequent employer. Primarily, inbound recruitment advertising methods can enable your small business to attach with lively and passive job seekers, create a memorable candidate expertise via employer branded content material and hold you on the forefront of job seekers’ minds. Attempt selling worker testimonials on social media accounts, present profession development ideas and even host skilled growth programs.
How can recruitment course of outsourcing assist enhance the candidate expertise?
An growing variety of organizations are turning to skilled recruiters to satisfy their hiring wants. Recruitment Course of Outsourcing (RPO) is a enterprise mannequin the place a 3rd social gathering manages all or a part of the recruitment operate. Investing in a transparent and concise technique is pivotal to success. Participating an RPO supplier to help with hiring wants is a brilliant funding. They might help your small business create job descriptions, successfully handle and reply to candidate functions, and streamline recruitment.
