The hiring process centers around identifying job applicants that are the best fit for a position. To that end, it can be easy for a business to focus only on its needs and the experiences of its recruiters and hiring managers. Neglecting the quality of the candidate experience during the hiring process can have troublesome impacts, as building a reputation as a good place to work starts early.
Placing a focus on the candidate experience can improve the process for all involved. It may even help to attract more quality applicants in the future as a brand’s reputation grows. So how can an organization ensure that it provides a consistently high-quality experience for candidates? First, let’s examine what that experience entails and why it matters. Then we’ll dive into 10 tips companies can explore using right now.
The interactions an individual has with a business during the application and hiring process have a large impact on how people perceive the company. To some extent, that can influence the broader reputation a business cultivates. An experience that’s informative, friendly, and reasonable can lead others to speak positively about the process. In turn, that can drive more talent to apply for open positions.
The experience a business provides may also influence the final decision a candidate makes. Even if a company furnishes a job offer at the end of a lengthy application process, there’s no guarantee the candidate will take that offer. Especially in competitive industries, that same candidate might have other offers on the table. A strong candidate experience could be a factor in swaying the decisions individuals make.
Building a better candidate experience is about more than only focusing on better interviews or smooth onboarding. Good experiences start with positive interactions between a business and job applicants. Here are ten ways recruiters and hiring managers can take action to improve candidate experiences.
Communicate clearly about what jobs are open and available at the business. Keep job listings updated on third party websites or deploy an easy-to-use and navigable online "careers" website. Think about the negative impression given to applicants who encounter listings for "ghost jobs." Employers may use such postings for many reasons, but they provide a poor experience for individuals. Consider that it may be better only to post positions that are actually open and to for which you plan to hire.
It takes time to process applications from individuals who don't align with the necessary skills or experience for an open position. Likewise, individuals don't enjoy spending time on applications for positions they can't actually fill. To reduce the potential wasted time, write job descriptions that are clear, concise, and as detailed as possible about job duties and requirements. Make it simple for someone to evaluate whether they should apply.
It may also be helpful to include information in job listings about other expectations related to the job or the application process. For example, it may be helpful to include information on whether travel would be required for a particular position or whether the position is eligible for remote work. If you require specific information be submitted in conjunction with an application, such as a resume, it may be helpful to include this as well.
Many job-seekers find application systems to be tedious, frustrating, and full of time-wasting detours. Simplify and streamline applications rather than requiring individuals to extensively re-create their resume every time they apply. Consider applications that individuals can access and submit from more platforms, too, especially mobile devices. Mobile accessibility and an application that respects the individual's time both contribute to a better candidate experience.
Hiring processes can differ from company to company and sometimes even between different job roles. Applicants want to know what to expect when considering how much time it may take to process applications. While a hiring manager may not always have concrete timelines, communicating information about average turnarounds keeps applicants "in the loop" and serves to inform applicants about potential waiting periods, keeping HR teams from fielding repeated follow-up calls or emails.
Develop a streamlined interview process that makes it easier for hiring managers to assess suitability without the need for a large number of additional rounds. While some job roles may merit a second interview, a more efficient process develops clearer ideas about a candidate earlier on. Individuals don't feel beholden to continuously meeting new interview requirements and hiring managers can devote more time to other tasks. Develop clear, consistent questions that speak directly to suitability assessments.
Job applicants frequently state that a lack of communication from employers is a major source of frustration. Individuals may wait for days or weeks after an interview to find out about their chances of securing the position. Instead of simply ending communication with applicants a business does not wish to hire post-interview, a basic message explaining that the company intends to move in another direction concludes an individual's experience more appropriately. This is also an opportunity to provide feedback or to ask for an opinion on the application process.
When an individual approaches the stage at which a business conducts a background check, be open about what the process entails. That doesn't mean one must disclose how a business evaluates screening results. Instead, speak to the information one must collect, how the business will use and handle that information, and how much time the process will take. Always comply with FCRA and state law requirements when conducting a background check, including disclosure, consent, and adverse action processes requirements. Depending on the jurisdiction, there may also be ban-the-box, fair chance, pay equity, or other state- and local-level laws that have requirements you must comply with.
Building a positive candidate experience must take place across the hiring workflow, which includes the entire onboarding process. Onboarding should be smooth, simple, and fast. New hires should have easy access to materials such as employee handbooks and other guidelines. Electronic signature technology makes it less of a hassle to complete necessary paperwork. Throughout onboarding, present a welcoming, excited attitude that reflects a positive attitude towards the person joining the business.
When there's no way to tell what works and what doesn't, it's tough to continue improving candidate experiences. Solicit feedback from new hires and from job applicants more broadly. Ask how they think the business could improve its processes or if there were any steps where they felt their experience wasn't the best. Constructively building off applicant feedback can reveal additional actionable strategies to further strengthen candidate experiences over time.
Building a better candidate experience can reflect well on the business, give new hires a positive impression coming into their roles, and improve the reputation of the company overall. With so many areas where action is possible, many organizations could find opportunities to enhance the experience they provide to their job applicants.
From job descriptions that make it clear who fits the role to investing in clear, frequent communications with candidates, there are simple, straightforward ways to make changes. An improved candidate experience is not only easy to achieve, but also a valuable investment of time and resources. Consider how these 10 tips could create an impact today.