Accelerated by the Covid-19 Pandemic, 2020 became the year of Employee Experience. As many workers packed up their desks and moved home to work, the need for better virtual communication models and developing strategies that kept mental health and the wellbeing of employees a priority gained steam. Excellent and competitive employers promoted and recognized the importance of work-life balance as many workers became exhausted and burnt out. As more and more workforces plan on returning to a hybrid work model in the Fall of this year, the employee experience should still be top of mind for organizations. But with The Great Resignation and employees leaving the workforce or switching jobs in higher numbers than we have ever seen before, the fight to secure top talent is becoming harder than ever. Now, as we enter the new normal, tied with continuing to provide a good employee experience, there should be an emphasis on providing a good experience to candidates and the future of your workforce.
Organizations that focus on building a positive experience and company culture for employees are found overall to be more successful and profitable; the same effects exist for the candidate experience. The candidate experience is the series of interactions that a job seeker has with your company throughout the recruiting process. These interactions include any communication that a candidate receives from your brand messaging, software systems and even communication with your employees. Here are some easy ways you can start thinking about your candidate experience and how it can potentially be improved.
1. Write Clear Job Descriptions
Job seekers want a clear and accurate explanation of the job they are applying for and its responsibilities. Job descriptions should not be a long list of requirements. Important information to include to help attract candidates is the salary range, the perks and benefits of the role, and information about your organization, and your values, mission, and vision. It should not be surprising that according to a study found by Stack Overflow, job listings that include a salary range get 75% more clicks. Your job description should explain why a candidate would want to work for your organization.
2. Be Open About the Recruiting Process and Communicate
It is crucial for you to be clear about what the hiring process will look like for candidates applying. This can be done by setting timeframes and steps on the application for example or putting a recruiter’s name that a candidate can reach out to with questions. The number one frustration for candidates during a job search is a lack of response from employers. Setting expectations about the recruitment process is important in delivering a positive candidate experience. A great example of this is Google’s How We Hire, which gives a transparent and detailed look into their recruitment process from start to finish.
3. Improve Your Website and Application Process
An easy way to improve your candidate’s experience is by updating your career site and application process, which is by far the most vital recruiting asset most organizations have. Research shows that most candidates spend 3-4 hours preparing their resume for submittal for a role, so it should not be surprising that 60% of job seekers quit in the middle of filling out online job applications because of their length or complexity. Do I really need to type my career history into a separate tab when it’s listed on my resume? Use your website as a portal that answers all questions candidates may have about your organization, your culture, your mission, your values, and your long-term vision. It is also important to test out your application process. I once interviewed for a role where I was asked to answer several questions about the organization in the application process. When I brought that up these questions during the interview, the hiring team has no idea that questions were being asked to their candidates via their ATS! It is important to understand what your application process looks like from a candidate’s perspective.
4. Respect Candidate’s Time
According to a recent LinkedIn survey, it generally takes 2-3 months for candidates to move from application to hire, which is concerning as the same survey suggested that top talent only stays on the market for 10 days. We are working in a candidate-driven job market; candidates have more opportunities and options than ever before, especially those with in-demand skills. A potential candidate does not need to meet every person that works in your organization, and an entry-level role should not have four separate interviews. The longer your team takes to decide, the chances are the more competitive offers the candidate will receive. Long hiring processes can also risk your candidates losing interest.
5. Provide Feedback and Maintain the Candidate Relationship
According to a LinkedIn hiring survey, 94% of candidates want to receive feedback after an interview, regardless of whether they were successful in the role. If the feedback you are providing to a candidate is constructive, they are more likely to reconsider your company for a future opportunity. A candidate’s experience does not end when you decide not to hire them; in today’s tough and competitive market, it is important to maintain relationships for potential future job postings. Building your talent pool for future roles and job openings is more important than ever before. Something as simple as letting a candidate know that you thought they were great and would like to keep in touch can go a long way.
In addition to these tips, being honest and respectful to candidates throughout the recruiting process is always important. Treat your candidates as you would want to be treated if you were in their shoes. Greenhouse, an applicant tracking system and recruitment software, compiled a great list of organizations that are rocking the candidate experience. Along with the tips listed today, check them out for inspiration and ideas on how you can improve your candidate experience. If you don’t know where to start, reach out to us at Logic. In addition to being a great recruitment partner, we also offer customized HR solutions for you and all avenues of your business.
Human Resources and Recruitment Specialist, Logic Executive Search