Candidate Feedback
In the competitive landscape of recruitment, candidate experience is one of THE most important factors of the recruitment process. Just as companies meticulously craft their brand image to attract customers, they must also ensure that their recruitment process creates a positive and memorable experience for potential employees. This experience will not only influence the perception of your company but also impact your ability to attract and retain top talent.
What is Candidate Experience?
Candidate experience refers to the overall perception a job applicant has of your company throughout the recruitment process. It encompasses every interaction, from the initial job posting and application process to interviews and feedback. A positive candidate experience can significantly enhance your employer brand, while a negative one can damage it and deter future applicants (think Glassdoor rants about horrible interview processes - this is what we don’t want!).
Why Candidate Experience Matters
Respect: This one is top of the list for me as so many recruitment processes are broken and forget that the job hunting process is an emotional one. Being ghosted or getting an automated rejection email after a 3 round interview process, is just not good enough. The interview process should be constructive from both sides and communication is at the heart of this.
Attracting Top Talent: In a talent-driven market, the best candidates have choices. A smooth and engaging candidate experience can be the deciding factor in whether they choose to join your company or go elsewhere. A positive experience not only attracts high-caliber candidates but also encourages them to spread the word about your company and these word of mouth referrals are such a powerful attraction tool.
Enhancing Employer Brand: Your recruitment process is a reflection of your company’s values and culture. A respectful and efficient process demonstrates that you value people and care about their time. Conversely, a cumbersome or impersonal process can create a negative impression, damaging your employer brand. It’s often said that if the recruitment process is chaotic or erratic, then it’s highly likely that the company is this way too.
Boosting Candidate Engagement: A positive experience keeps candidates engaged and enthusiastic about your company. This engagement is crucial for maintaining a talent pipeline and ensuring that candidates are eager to join your organisation if and when the right opportunity arises.
Reducing Drop-Off Rates: A smooth and transparent recruitment process minimises the risk of candidates dropping out. Lengthy, confusing, or frustrating application processes can lead to candidates losing interest or accepting offers from other companies.
Improving Quality of Hire: Candidates who have a positive experience are more likely to be satisfied with their roles and committed to their work. This satisfaction can translate into higher performance levels and lower turnover rates, ultimately contributing to the long-term success of your organisation.
Key Elements of a Positive Candidate Experience
Clear Communication: Keep candidates informed throughout the recruitment process. Clear communication about next steps, timelines, and feedback helps candidates feel valued and reduces uncertainty. Even if you don’t have an update, keep the communication lines open. Silence is the worst.
Set expectations: Start off by discussing the process with your hiring manager. What do you need from the application (portfolio etc), what will the interview process look like, when do you want to start 1st stages. The more information you get from the hiring manager, the more you can give to your candidates, allowing you to set clear expectations. Of course, sometimes things don’t go as planned and we need to adapt but (back to point 1) if you keep the communication lines open then candidates are forgiving and do understand that things change and will mostly roll with it.
Respect for Time: Be mindful of candidates’ time and schedules. Offer flexibility in interview scheduling and avoid unnecessary delays. Show respect for their time by being punctual and prepared for interviews.
Personalisation: Treat candidates as individuals rather than just numbers. Personalise communications and interactions to make candidates feel valued. Email templates and automation 100% have a place in the work we do but it’s also important to remember when not to use them. Personally, I will use them for the first interaction but after that, it’s all personalised to the individual.
Constructive Feedback: This is SO important. Provide timely and constructive feedback to candidates, regardless of the outcome. This helps them understand their performance and leaves them with a positive impression of your company. They go away having learnt something and know that the company is invested in helping people to progress.
Empathy and Professionalism: Approach every interaction with empathy and professionalism. Understand that candidates are investing their time and energy into the process and treat them with the respect they deserve. A job change is a life change.
Implementing Best Practices
Map the Candidate Journey: Understand and map out the candidate journey from application to onboarding. Identify potential pain points and areas for improvement to enhance the overall experience.
Use your ATS properly: Firstly, we all pay a lot for an ATS but the majority of people don’t use them properly. Set up jobs properly, prioritise, use email templates, use scorecards properly and set up metrics and reporting. You can even set up anonymous candidate surveys which will allow you to understand what candidates actually think of your recruitment processes. Previously I’ve done quarterly reports from the candidate survey and it’s invaluable information to help you and your team improve in the areas you score the lowest on.
Train Your Team: Ensure that your recruitment team is trained in best practices for candidate engagement and communication. A well-informed team can make a significant difference in the overall candidate experience. Remember that a DSAR (Data Subject Access Request) can arise at any point. Ensure that your hiring managers are trained in how to write constructive feedback and always write feedback in a way you’d like it to be presented to the candidate, even if they might not see it. Respect, empathy and professionalism.
Promote a Positive Culture: Foster a positive organizational culture that is reflected in your recruitment process. A company culture that values respect, transparency, and inclusion will naturally extend to the candidate experience.
Conclusion
In today’s talent-centric market, candidate experience is not just a nice-to-have—it’s a crucial element of your recruitment strategy. By prioritizing a positive and engaging candidate experience, you not only enhance your employer brand but also attract and retain the best talent. Investing in the candidate journey pays dividends in the form of increased candidate satisfaction, improved hiring outcomes, and a stronger overall reputation. Make candidate experience a cornerstone of your recruitment process, and watch as it transforms your hiring efforts and organizational success.