Extrinsic Motivation
10 June, 2024
Patron Career Staffing firmly believes in adopting a tailored approach to meet temporary and permanent recruitment needs. We safeguard the interest of our clients by finding such workers who are knowledgeable and reliable.
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In today's candidate-driven market, successfully finding and retaining top talent is possible with the right candidate experience strategy. Candidates deeply value the candidate experience because it leaves a lasting impression on the company. moreover, candidates like to do thorough research before applying. So, it becomes pertinent to invest and provide a joyous overall encounter to them.
At Patron Carer Staffing, we understand the value of candidate experience and strive to create an exceptional journey for every candidate. In this blog, we’ll walk you through the ins and outs of candidate experience plus 9 best practices for an outstanding and enthralling candidate experience.
Read along to discover some bonus tips to ensure the best experience possible.
What is Meant by Candidate Experience?
Job seekers interact with the organizations they apply for in the vast ways possible. Candidate experience is understood as a wholesome perception and feelings a job seeker has about a company’s hiring process. The overall interaction process, from initial job search and application to screening, job offer (or declination) and onboarding
9 Key Essentials to Deliver an Outstanding Candidate Experience
We have identified 9 pro techniques that can boost companies in delivering a positive candidate experience and ensure good word of mouth for your company.
1. User-Friendly Application Process
The first step in building a great candidate experience is by ensuring a simple and expedient application process. Candidates abhor lengthy, ill-driven employment applications where they have to spend hours figuring out cumbersome application methods.
Consider adopting these suggestions:
2. Clear Job Descriptions
As a recruiter, you should plan what you seek from the candidates. Good planning is the linchpin to match the job expectations with candidates' skills. Your candidates should know at once what is expected of them before they apply.
Write a killer job description that accentuates the job title, essential soft skills, formal qualifications, key responsibilities, working hours, compensation packages, and additional terms if any. A job description breaks down the job roles and responsibilities of the candidates. It is required to attract suitable candidates and kick off any mismatches later in the recruitment process.
3. Timely Communication
Without proper communication, engaging job-seekers from the very start becomes a herculean task. Recruiters should focus on communication tactics throughout the hiring process. Acknowledge receipt of applications promptly and keep candidates informed about their application status. Timely updates, whether through email or phone, show respect for the candidate’s time and effort and help maintain their interest in the position.
To do so, you should:
4. Efficient Interview Experience
Candidates fear interviews and that is no joke. Most candidates get jitters and should be provided with a comfortable interview space. Whether it's personal interviews or virtual interviews, prepare in advance and establish a friendly rapport with the candidates.
To get inside the primal tips on prepping for a job interview, for both interviewers and interviewees, click here!
To ramp up the job interview process, schedule interviews and give clear guidelines about all essential do’s and don’ts. Your potential candidates would like to know ahead of time what they are about to face in the interview- so give details like names of hiring managers, dress codes and what they're expected to know.
Read: How to Conduct Effective Video Interviews and Assess Candidates Remotely
5. Candidate Feedback
A recruiter should be open to giving and receiving feedback as it is a two-way street. As per a LinkedIn report, only 54% of candidates are likely to continue a relationship with an employer if they are given feedback. Recruiters should provide feedback matter positive or negative as it leaves a good impression of the company. candidates despise being forgotten; they need constructive feedback to improve.
Consider these additional tips below:
6. Showcase Company Culture
The more you let candidates in your company culture , the more the chances of them staying with you long-term. An immersive candidate experience is one where you share what it is like being part of your organization. Be transparent with candidates and share the company values, work environment and employee benefits. Involve your employees to give candidates a real feel of the employee experience in your company. share employee success stories or seek out employee reviews/ testimonials on renowned websites like Glassdoor.
7. Focus On Flexibility
A rigid hiring process does not support a positive candidate experience as they become worn out. Offering flexibility in the hiring lifecycle can be a significant differentiator. Phone interviews can allow candidates far and wide to showcase their abilities for the job, and employees can get a view of the candidate’s skills, qualifications or experience before interviewing them in person. Flexible solutions in the hiring process also involve flexible interview timings, location flexibility, or rescheduling options. This proves that your company is considerate of the candidate’s needs and preferences.
Still curious? Read our 2024 Phone Interview Guide.
8. Post-Hire Engagement
The make-or-break point of the candidate experience is how they’re treated after the formalities are over. The job offer isn’t the finish line for a positive candidate experience. Rather, keep in touch with job hires after they accept your offer so they feel welcomed in the company. for instance, provide new hires with onboarding instructions, assign mentors, and check in with them during the first few months. Make sure your hires keep having a good experience as it promotes employee satisfaction and retention.
Ready to start your new job? Get Tips to Nail Your First Day at Work!
9. Personalized Interactions
Candidates feel valued and appreciated through personalized interactions. Gather requisite information beforehand and curate a bespoke experience for them. Call them by their names, prepare questions, personalize emails, and tailor your communication to their specific applications.
This allows you to build a relationship of connection and trust with potential hires.
Bonus: 4 Common Slipups to Avoid
Let's cover the common candidate experience faux pas:
1. Not communicating with candidates regularly leads to them feeling neglected or confused.
2. Basing the candidate experience on generic interactions and not investing in personalized communications.
Failing to give feedback to candidates and reducing chances of future applications.
4. Creating an overly length application process that deters candidates from applying.
Fasten up your hiring processes by giving a second-to-none candidate experience. For any queries, contact us at https://www.patroncareer.ca/