In this talent-driven market, it’s even more important for employers to create a positive experience in order to successfully acquire the best candidates for their open positions. According to the Talent Board North American Candidate Experience Research Report, 41 percent of job seekers who give their overall candidate experience a 1-star rating will definitely look elsewhere for employment, while 64 percent of job seekers who give their overall candidate experience a 5-star rating will embrace further connection with the employer.
Before, during and after the interview, employers can gain an advantage over any other offers the top candidates are receiving by ensuring that you keep the candidate experience at the forefront of your approach. Here are a few ways to ensure you’re on point:
Ensure accurate job descriptions
In many organizations, job definitions are still frequently taken for granted as an element set apart from the talent acquisition process. In fact, the job definition is one of the most important factors in effective recruiting, setting the tone and determining activity for everyone in the hiring process, notes a 2017 Allegis Group study of nearly 1,500 employers and more than 5,000 candidates across a variety of regions and industries.
A job description that includes the input of all stakeholders ensures that the most important information is always covered. Ensure that the job description:
- Conveys the requirements of the job
- Sells the company as a great place to work
- Sets expectations of accomplishment and compensation
Consistent communication is key
According to the Talent Board North American Candidate Experience Research Report, surveyed candidates said they wanted to hear from the employer throughout the process. Specifically, they were looking for:
- More communication: Most companies send an immediate automated “thank you” but nearly 50 percent never received an indication of the status of the application
- Status report: 61 percent of candidates are able to view a progress status of their application. This should be a basic component and unfortunately is still not standard throughout the application process
- Less complication: Candidates want simple, quick and easy; to understand the questions they are being asked and have an opportunity to share their skills and experience.
Invest in the quality of the interview
Brink notes that candidates often see the interview itself as a combination of a conversation and a fact-finding mission. Employers can ensure a meaningful and successful interview by satisfying job candidates’ three top goals:
Allison Brink, Aerotek account manager, echoes the importance of communication. “Candidates are very interested in knowing where they are in the process at any given time. Because of that, I make sure to include ‘next steps’ on every communication,” she notes. Brinks also engages in what she calls “full-blown honesty. I’m very intentional in setting up expectations and working in partnership with each candidate.”
For employers, it may seem like a big ask to expend significant effort for each candidate, but Brink notes that working with a trusted recruiting partner can alleviate much of the burden.
- To be prepared ahead of time
- To have the opportunity to answer relevant questions
- To receive feedback after the interview
“We prepare candidates well for each interview, by providing some information about who they will meet with and what they can expect,” she says. “We avoid asking the same questions that are answered by their resume or applications, to ensure we’re making the best use of our time together and increasing the amount of information exchanged.”
Want to learn more about maximizing the candidate experience? Contact Aerotek now.