The secret to being a better recruiter: improve your candidate experience

If you’re responsible for recruitment, the key to a great success rate may rest in improving your end-to-end candidate experience.

We know the job search can be an emotional rollercoaster for candidates. They spend time and effort on their applications. And if they don’t hear anything back, it can be unsettling and upsetting.

But we know it’s not easy on the other side of the fence either. You want to do the right thing by your candidates, but there’s only so many hours in the day.

The difference between average and exceptional recruitment performance comes down to the candidate experience. And for a positive candidate experience, it’s all about the human touch.

So put yourself in their shoes. Make it your mission to create a positive experience at all stages of the hiring process. Here are ten ways to get started.

Stage 1: the application

Your goal should be to create a stand-out experience from the outset. It’s likely the candidate doesn’t know you or your organisation very well, so here’s your chance to make a great first impression.

1. Use your career site, social platforms and employee advocates to connect with job seekers BEFORE they apply

What makes a prospective candidate choose your organisation over the competition? Understanding. Shared values. Passion. And positive reviews from employees go a long way too.

Make it easy for candidates to find this information to foster a connection, and stand out from your talent competitors.

2. Audit your application process to identify areas you can streamline

No one likes endless forms and tedious paperwork. Time to cut the fat. The median time to apply for 250 leading Australian employers is only four minutes. How does your business compare?

3. After a candidate applies, respond promptly to promote connection and camaraderie

Our research shows 77% of job seekers adopt a more negative perception of a company if they don’t hear back after applying. Even a carefully-worded email auto-response can be a reputation saviour.

How can you respond to each and every applicant?

Stage 2: the interview

The aim of this stage is empowerment. The more you empower your candidates before, during and after their interview, the more positive their experience will be.

4. Give your candidates detailed information before (and after) the interview

Don’t just provide candidates with the time and location of their interview.

Send them an agenda. Provide them with details about the interviewer and post-interview feedback. Setting your candidate up for success will reflect positively on their experience, even if they don’t get the job.

5. Use technology to optimise the interview experience

Chatbots, online interviews, mobile apps… organisations are getting creative when it comes to their job interviews. Accenture in India, for example, has created the Accenture Smart Interview app (Itunes and Google Play). This gives candidates the flexibility to interview at a time and place that suits them.

How can your organisation use technology to deliver a stand-out interview experience?

6. Keep your team informed

Once a candidate arrives for their interview, existing employees all have a hand in shaping their experience. On interview day, your people should create a positive, friendly, helpful, and engaged vibe.

Keep staff up-to-date with the interview process. This includes knowing what role is on the table, who is conducting the interviews, and where they will be held. That way, they’ll be on their best behaviour.

7. Keep candidates engaged after the interview

It’s true: most people you interview will not get the job they’re applying for. But don’t miss the opportunity to keep your talent pipeline open.

Our research shows 86% of candidates are never asked for feedback when their hiring journey ends. But by continuing the conversation, they’ll walk away with a more positive impression of your company. And you’ll gain valuable feedback on your hiring process.

Stage 3: onboarding

So you’ve made an offer and it’s handshakes all around. But that doesn’t mean you can put your feet up. The onboarding experience also has a significant impact on employee productivity and retention.

8. Set employee expectations

Employees need clear guidelines about their responsibilities. Without an understanding of what’s expected, they may feel overwhelmed, confused, and possibly be looking for the exits.

Here at Indeed, we set employee expectations for their first day, week, and month. We also welcome new starters with a bag of swag on their desk. Little touches that can make all the difference.

9. Consider a buddy system

A buddy system can help keep new hires engaged and excited; not just on the first day, but the first year and beyond. It can help ease nerves and make the transition easier, and it’s an especially effective tool for onboarding remote employees.

10. Use technology to help get new starters up to speed

Onboarding technology has come along in leaps and bounds, helping new employees get up to speed with their new role, company, culture, benefits and processes. L’Oreal, for example, has developed a Fit Culture App (Itunes and Google Play) to help their new hires settle in.

Is it time for a more positive experience for your candidates? Improve your recruiting process by implementing one, some, or all these 10 tactics—your people will benefit in the long run.

With more than 15 years of experience in the recruitment industry, Jay Munro has worked in a variety of roles in agencies and job boards, from consulting and recruiting, through to leading the product development of new sourcing technologies. As an Employer Insights Strategist with the Indeed Employer Insights Team, Jay pairs platform data with industry trend analysis to share Indeed’s story and bring the value of the company’s programs and solutions to life.