Candidate experience is described as a job seeker’s perceptions and sentiments regarding an employer and their job application process based on their interactions during the hiring process. This encompasses all points of interaction during the recruiting process, including job search, application, interview, and, in certain cases, onboarding.
A positive candidate experience, in general, provides clear, honest, and consistent communication. Candidates are far more likely to have a favourable experience with your firm if you successfully interact with them throughout the whole recruitment process. Candidate Experience is inextricably related to Company Branding since it generates goodwill for the employer.
Here are some of the reasons why candidate experience is so important in the recruiting process:
It’s tempting to conceive of a candidate’s experience as one person’s perspective on your procedure. However, the procedure that a candidate goes through is neither unique nor isolated. Many individuals apply for one position, and while you may only be searching for that one great employee, your brand will create an impact on all of the others, whether you are aware of it or not. As a result, it’s critical to be aware of all the ways a candidate’s experience might affect your brand’s bottom line.
1. It keeps bridges from burning:
A rejection does not have to leave a bitter taste in the mouth of a job seeker. In fact, how your firm handles rejections may contribute to a great applicant experience overall. Furthermore, dismissing applicants who are not a good fit is significant in and of itself, because not all firms react to applications that do not make the initial cut. Those who do not receive a response from your business may not only avoid future opportunities, even if they are a good fit the next time around, but they may also communicate their displeasure with friends and family.
2. It improves your employer brand:
The recruiting process is an applicant’s first glimpse into a typical day at your firm. In reality, many candidates believe that how they are handled throughout the application process will be how they are treated if they are hired by your firm. As a result, when you are analysing a possible recruit, they are most likely evaluating your organisation as well. Furthermore, it may be sufficient to persuade a potential applicant to a competitor’s careers website. And, once again, such people are unlikely to keep their experience to themselves.
3. Maintain a Positive Reputation:
In the age of social media, applicant experience is especially important for those you don’t hire. According to a LinkedIn poll, 83 percent of candidates stated a bad interview experience might make them reconsider a position or business they were interested in.
In contrast, 87 percent of individuals indicated a great interview experience can persuade them to pursue a position or business they were previously sceptical of. Providing a meaningful experience takes organisation and creativity, but it is well worth the effort. Otherwise, you risk losing your finest prospects as well as your greatest customers.
4. Richer pipeline for future hiring:
Astute recruiting managers respect their candidates’ time. Maintaining accurate job descriptions, keeping candidates informed at all stages of the selection process, and swiftly answering their queries all of these indicators indicate that the firm is investing on 1:1 recruitment. And candidates recognise and remember this.
Or, if you have more outstanding candidates than positions, you will inevitably have to turn down a number of them. When you are kind enough to thank them and explain why they were not recruited, it is not as part of some clever recruitment strategy; it is about demonstrating that you respect their abilities and their time.
5. It shortens the hiring process:
According to studies, you only have 10 days before the most qualified individuals leave the employment market.
Usually, simplified applicant experience with a very decent application procedure can help your firm rise to the top of a busy active job seeker’s list. A user-friendly career website and application can help ensure that candidates reach the submission stage, since some may be put off if the process takes too long.
A streamlined approach helps keep applicants interested and your hiring process on schedule. And a pleasant candidate experience can only benefit both the applicant and the brand.
To make the long story short…
Regardless of the size of your business, you need to ensure that every stage of the recruiting process is streamlined. A strong candidate experience strategy is not a choice; it is a requirement.
There are steps you can do to ensure the success of your company’s applicant experience. Realistic employment and work environment expectations will be a good place to start. You should also develop a clear employee value proposition to promote on your social media platforms and career portals.
A very simple, mobile-friendly application procedure, as well as a pleasant and seamless interview experience, will improve their overall feedback. You will be able to develop strong, future-proof teams if you can utilize your hiring technology to consistently offer a superior applicant interview experience.