What is applicant experience?
One of the most essential criteria in recruiting talent is this trendy catchphrase. The candidate experience is defined as “how applicants feel about your organization after they go through the hiring process,” this is the case. These candidate’s feelings, whether positive or negative, have an impact on whether they apply to your organization or accept your job offer.
So, after seeing how you handle applicants, a positive candidate experience will make them feel good about your organization. A better applicant experience may encourage them to tell others about their positive thoughts, which will help you develop your reputation. A negative candidate experience, on the other hand, can cause candidates to lose trust in you as an employer and a brand.
How can you improve candidate experience at each hiring process?
- Make certain you’re employing to meet a genuine demand.
Candidate experience is harmed by disorganization.
Good candidate experience is bred by organization and strategy.
Planning your hiring strategy by identifying holes you need to fill — and who would be best-suited to fill them — is the first step toward being well-organized.
Therefore, candidates will have much more clearly defined job responsibilities and a better candidate experience.
Conducting a comprehensive skills gap analysis is the most effective technique to determine what extra talents your team requires.
Skills gap studies may be performed on an individual or team level to aid succession planning, training goals, and recruiting strategies.
A rigorous skills gap study may often show firms that instead of acquiring new staff, they should train their present personnel.
2. Create detailed job descriptions.
Use straightforward language.
Even if candidates are familiar with your industry’s lingo, make job descriptions as simple and jargon-free as feasible. Many traditional job description terms (such as “passionate,” “team player,” and “guru”) have become meaningless due to overuse (or sounding suspicious).
Make a list of criteria that are must-haves rather than nice-to-haves. Applicants (especially female candidates) who do not believe they satisfy all the prerequisites are turned off by job descriptions with unending lists of requirements. To keep strong prospects from bouncing, keep your ‘wish list’ attributes distinct from your ‘must-haves.’ Make it simple for candidates to apply for your open positions.
3. Make it easy for others to locate your career page.
Careers pages are sometimes tucked away in the back corners of corporate websites. Make it as simple as possible to discover yours.
Candidates will appreciate not having to sift through your sitemap and will see that you respect your job application procedure enough to put it in the spotlight.
Give explicit directions on how to apply.
Candidates are confused and turned off by long, confusing application requirements.
To prevent applicants from abandoning your application process before it is completed, make sure they understand what they will need to provide before they begin.
4. Make your application procedure as simple as possible and mobile-friendly.
The more user-friendly your program is, the shorter it is.
Shorter applications are easier to fill out on mobile devices and show that you value the time of your applicants.
5. Early and frequent follow-up is essential.
As soon as possible, send a rejection email or an interview invitation.
Responding to prospects swiftly, whether with good or bad news, will set you apart and indicate that you appreciate their time (which is one of the best ways to improve candidate experience).
Giving applicants the quiet treatment is preferable than sending a clear rejection message. The most effective rejection letters conclude on a positive note and offer to provide more detailed feedback to prospects, who are typically eager to learn from their interview experience with you. Wishing applicants well, offering to stay in touch, and telling them that you will consider them for future positions if you think they are a good fit.
It’s also a good idea to ask prospects for comments. A candidate experience survey can assist you in organizing your questions and holding yourself accountable for enhancing the applicant experience. If you seek for frank comments from applicants, be prepared to give them the same in return.
To learn more about building the candidate experience, obtaining and keeping your employees, click on the link below.