In this post, we’ll explain just what the candidate experience is, why it’s important and how to ensure you’re creating a compelling one that has a positive impact on your firm. Read on to learn more:

The Candidate Experience Explained

You’ve likely heard of the customer experience or the brand experience, but what about the candidate experience?

While the customer and brand experience focus on how your brand is perceived after they experience your service or product, the candidate experience is defined as how a potential job candidate feels about your firm after they experience your hiring process. Sometimes, the experience is positive. Other times, it’s negative. Regardless, it’s these feelings that can significantly influence an individual’s decision to apply for a job at your firm or accept an offer. It’s why it’s so important to invest resources in ensuring you’re creating a positive candidate experience.

How to Create a Compelling Candidate Experience

A good candidate experience can say a lot about your reputation as an employer. The better it is, the more likely your firm is to attract top candidates for open positions – and vice versa. So what should a good candidate experience strategy look like? Here’s a look at some practical tips for creating a compelling candidate experience:

Don’t Overlook the Little Things

First things first, don’t overlook the little things when it comes to your hiring. Seemingly simple things such as hiring to fill a need, writing concise job descriptions and making it easy for individuals to apply for any open positions are a must. Make any of these three aforementioned things difficult or confusing, and you’re likely to put your firm behind right off the bat.

Even something as simple as sending an automated confirmation email acknowledging that a candidate has successfully submitted their application can go a long way.

Don’t Remove the Human Element

We all want to work smarter, not harder – and chances are that management has encouraged this type of thinking in your firm. And while AI tools and automation can help streamline productivity, when it comes to hiring, you never want to lose sight of the importance of the human element. There needs to be significant human connection throughout the hiring process. A candidate is owed that when making a significant life decision. Any interaction that seems too automated or robotic is not likely to leave them with a favorable impression of your hiring process. That’s not to say that technology doesn’t play a role in some aspects of hiring, but it can’t dominate it.

Get Feedback

How good is your organization at soliciting and considering feedback? Many organizations won’t seek it or will only collect data and feedback at one specific point in the hiring process. But it’s the whole hiring process that’s important to weigh and consider when searching for process improvements.

You should consider soliciting feedback at various points during the hiring process – and don’t wait for too long after candidates go through it or else candidates are likely to forget their experience after too much time. Even candidates who aren’t offered a job should be solicited to offer feedback. Sometimes, a disappointed candidate can offer the most insightful feedback as it pertains to your hiring process.

Be Transparent with Candidates

Don’t put off communicating with candidates, especially ones that you’re no longer considering for any open position. Stringing candidates along or not replying to any of their follow-ups until you’ve made an official hire isn’t a best practice that you should be following. Sometimes the timeline from the original interview to the accepted job offer can take weeks – even months.

So what should you do with a candidate that you’re no longer interested in? Do your best to end things on a positive note, even if it involves sending a clear rejection message. Be sure to follow up in a timely manner, thank them for their time and interest in your position and firm and offer to keep their information on file if a role opens up that’s better suited for them.

The Value of Working with Candidate Experience Experts

Need help working on and improving your candidate experience? That’s where it could behoove you to work with qualified candidate experience consultants. A good partner can help you iron out some of the little things that tend to get overlooked during the hiring process to help enhance your firm’s overall candidate experience process and its reputation.