Candidate experience – a practical guide

In this article I will share ideas that Hiring Managers and Recruiters can implement to the recruitment process. I promise: most of those steps are relatively easy to implement and either do not cost anything or not too much money.

The truth

Only 46% of candidates say that employers treat them with the same respect and accountability as the employees already working for them. Wait, what? That’s one in two candidates! 68% of candidates also think that their experience during the recruitment process reflects how the company in turn treats its employees.

You might ask yourself: Why does this matter? I just want to hire someone here, it shouldn’t be so hard.

Well, in an ideal world we would treat others the same way we want to be treated. That’s a no brainer, right? And then, think a bit further - if the candidate has different options to choose from, so in other words, can pick the employer, what will the candidate do? Yes, compensation is important. but what if you don’t have the highest salary to offer but you shine through your candidate experience efforts? You can win candidates with simple things.

What do candidates want?

I would say that most of the candidates care about a fast and clearly defined recruiting process. What does fast mean? Well, it depends. If you have a candidate that is not actively looking for a new job and you are poaching the candidate, give them more time - they will need it to think and reflect about the opportunity you offer. If you have active applicants, they might be in process with other companies so time is of the essence and if you manage to get them through the process within two weeks they might be yours.

My tips for you:

1. Before you even start to hire: Make sure your companies hires recruiters / recruitment agencies that are exceptional! After all they will be in touch with the candidates. Pro-tip: Hire niche agencies/recruiters if you operate in a niche market / with niche skill sets. Also, get involved in interviewing and selecting those recruiters.
2. Automate your scheduling process with a tool that enables candidates to choose the best time for their (phone) interviews. 
3. Right when you start: Tell candidates what the recruitment process looks like and who they will meet and talk to. Pro-tip: Write about the recruitment process on the job description.
4. Now the applications are coming in: Be available for interviews, and make sure your interviewers are. Reserve time on your calendar for interviewing, every week. The same applies to your interviewers. Train your interviewers and hiring managers. Teach them what candidate experience is about and how to use the scheduling and interviewing tools. Pro-tip: Repeat those trainings and have employees go through the training at least every three years.
5. Before the onsite interview: Have someone greet candidates at the reception and extend a warm welcome. Pro-tip: Offer a tour through the office.
6. During the onsite interview: Show candidates where the restrooms are and offer something to drink and snack. Pro-tip: Offer them something to write on and a few branded goodies - everyone loves free stuff!
7. After the interview: Ask candidates through a survey about their interview experience. Pro-tip: Automate this by using tools that extract the data for you on the go. Set yourself a candidate experience score.
8. The offer is going out: Be fast and courteous. Know what motivates your candidates and what drives them to change employers.
9. A rejection call needs to be made: After the interview, call the candidate. If your company policies allow, provide as much balanced feedback as you can about the functional aspects the candidate is missing for the role. This one is not an easy one, as human beings do not like to receive negative feedback. Furthermore, in some countries candidates may go to court and sue you if you reject them for no good reason, and you get on a slippery slope once you start sharing feedback. I still believe it is good to share the feedback since it helps the candidate to understand better why this job was not the right one for them. Pro tip: Launch a program to teach candidates what functional skills they are missing and hire them after they successfully passed that training.

Last, but not least: The better the recruitment process, the better the employer brand you can build with time. And don’t forget that candidates might be using your product and I assume you want to keep it that way :) So treat candidates with respect and make sure you make hiring a priority - your candidates will thank you! 

Source: https://screen.careerbuilder.com/difference/docs/2017-candidate-experience-guide.pdf