10 tips for a winning candidate experience
Your reputation as an employer is key to attracting top talent to your organisation, according to a recent survey carried out among our candidates and contractors. To maintain your reputation, it’s important you make sure all job seekers who apply for a role within your company has a positive experience.
Here are our 10 top tips to creating a winning candidate experience, tailored to help you attract the best talent to your organisation.
Treat candidates/jobseekers as customers
Candidates will be looking to see whether they want to work for your company as much as you’re deciding whether they’re right for you. Always have this at the forefront of your mind at every stage of the process.
Keep the careers section of your website up-to-date
Remove any posts about positions that have been filled, make sure closing dates are clear and job postings aren’t vague. Your contact details should be easy to find in case jobseekers have any questions.
Share what it’s like to work for your company
Jobseekers want to know about your values, culture and expectations from the offset. For instance, some people want to work for a company that’s relaxed about dress codes and working hours, whereas for others, this would be a turnoff. Are there any opportunities to progress? The careers section of your website should have this information but you may be asked what it’s like to work for your company personally, so have an answer prepared.
Consider your application form
Is it too lengthy? Does it ask too much? If the application form takes a long time to complete, or is difficult to navigate, job seekers will switch off. Once a form has been completed, make sure a thank you email is sent automatically explaining how long they will have to wait for a response.
Keep candidates informed
Candidates need to know when the different stages of the recruitment process are taking place. If they’ll be required to complete tasks for the interviews, the more notice you can give them the better.
Whether via email, phone or social media, all interaction needs to be timely and professional. Don’t promise to get back to someone and then don’t. If the role is on hold, tell the candidates. Honesty is always the best policy.
- Interview fewer people
No candidate likes to go to an interview to be told that they’re one of twenty or thirty candidates being interviewed for a role, especially if they’ve had to use a day’s holiday to attend. Try to narrow down the number of candidates to a handful if possible, saving both their time and yours.
- Offer flexible interview times
If you’re willing to conduct interviews outside of 9-5, most candidates will appreciate this. Whether you do early interviews, stay late or offer skype/phone interviews, it’s down to your personal preference.
- Days not months
If there needs to be second and third round interviews, try to arrange these within a few days, rather than dragging out the process. If possible, why not try to have all the stages in one day, with successful candidates going from one interview to the next (with unsuccessful candidates going home), meeting the different decision makers in your business.
- Always give feedback
Unsuccessful candidates will value feedback, and if they are told they’ll get it during the process, make sure it happens. Follow up emails and chase people internally, if needed.
If you want to learn more about our award-winning targeted talent attraction solution, find out more here.