Sometimes it’s the journey that teaches you a lot about your destination.
Who would have thought the same person who brought us “Hot Line Bling” could also provide an insightful lesson about candidate experience? He makes an excellent point though. The level of care and attention we pay to our candidate experience is the first demonstration of the workplace culture candidates can expect as employees. Employers with the ability to create exceptional journeys for candidates have their pick of top talent.
87% of candidates say a great recruitment experience can change their mind about a company they once doubted. While 83% say a negative interview will arouse doubt and cause them to potentially change their mind about a company liked.
It’s worth investing in your candidate experience to determine how to demonstrate the quality of the destination. Here’s how.
“What is this place?”
This is the very first introduction a candidate has to your organisation. It could be through your job ad, online presence, or an employee referral. At the time they may not even consider themselves a candidate. They could be a customer, client, supplier or partner to your organisation.
“What’s it got to do with me?”
Beyond pure brand awareness, candidates need to know what you need for them and their skills. Does your organisation value transferrable soft skills? Does it value inclusion and diversity?
Takeaway tips to invest in the awareness stage of your candidate experience:
“Would I like to work there?”
They’ve gained awareness about your organisation. Now, they’ve begun playing with the idea in their mind, and they’re going to start looking for fodder to feed their fantasies. They’ll wander your website, stalk your socials, read your reviews to see what you have to offer.
“Is it worth the trouble?”
Candidates will begin weighing the potential costs and gains of uprooting their current situation to work for you. After family and health, career events have the biggest impact on people’s stress and happiness.
Takeaway tips to improve the curiosity phase of your candidate experience:
“Is it worth the trouble?”
Yes, this is a question your candidates will continue to ask themselves throughout the many stages of the experience. 60% of candidates will abandon an application if it takes too long or is too complex.
“What do they want?”
Gendered language, lengthy job requirements, complicated English, unnecessary jargon and contradictory stipulations for experience and seniority levels in your job ads will make your candidates’ heads spin and won’t net you quality applications.
Takeaway tips to improve the application segment of your candidate experience:
“When do I have time?”
Top talent candidates aren’t going to sit around waiting for you to call them. They’re likely to be busy with their current jobs and may not yet feel comfortable disclosing when they’re interviewing for other roles.
“What do I do now?”
Did they like me? When will I know if I’m shortlisted? Should I call or email them? What if I said something wrong? So many questions, and so little communication. 81% of job seekers said continuous communication would greatly improve overall experience.
Takeaway tips to improve interviewing in your candidate experience:
“Why didn’t they choose me?”
Even if candidates are unsuccessful, those who are satisfied with their candidate experience are more than twice as likely to recommend your organisation to their networks, compared to those who had a poor experience (62% vs. 28%). Candidates are also 4x more likely to consider your company in the future if you offer constructive feedback.
“Have I made the right choice?”
Within 3 months of being hired 65% of people will look at new jobs. This is where all the promises of culture and positive work environments need to prove their word.
Takeaway tips for your candidate experience, as candidates transition to new hires:
Even in an employer-drive market, the evidence about providing a great candidate experience to net top talent is indisputable. Consider every aspect of your candidate experience, from awareness to after you’ve made a successful hire (including notifying and providing feedback to unsuccessful candidates). Developing your organisation’s employer brand with an exceptional candidate experience is one of the most effective ways to attract top talent.