5 Critical Ingredient For A Winning Candidate Experience

Supriya Nigam is a lead Content Writer & Digital Marketing Strategist at CareerBuilder India. Her passion for helping people in all aspects of digital marketing flows through in the expert HR Technology industry coverage she provides. Also, an avid Yoga practitioner.

Whether it is simply neglecting to acknowledge candidate job application or keep them guessing where they are in the application process, some employers are unintentionally leaving candidates with a wrong impression – and it is taking a toll on their brand.

What can you do to stand out of the competition?

5 Key components to design and deliver an exceptional candidate experience:

Img. Src. entrepreneur.com
Img. Src. entrepreneur.com

1. Employers perhaps missing the prospects to connect with candidates.

Typically, candidates consult up to 18 different resources throughout their job search including, social networking sites, job boards, online referrals and search engines. Unfortunately, a majority of the employers do not use the tracking technology to understand where candidates are coming from and confirm they are making an efficient use of their recruitment marketing efforts.

What strategies to follow?

Job seekers may be searching for jobs in a lot of different places where employers do not have a presence.

Get Social – Explore all the major social networking sites including, Facebook, Twitter, LinkedIn, etc.

– Join weekly hashtag themes

– Thank your followers (a personalized message always leave a positive impression)

– Include image in your updates to make it more engaging

– Encourage your employees to share your brand related content or work culture on their social channels

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– Do not forget to post before or after the clock strikes the hour. (It is a clever way of catching the attention)

Without the relevant data where applicants are coming from, Employers may fail to spot opportunities to connect with right talent where they are primarily searching.

2. Redesign your job application form.

The purpose of creating a job application form is to ensure you spend your time interviewing the best possible applicant. A well-crafted job application form will protect your business from making costly hiring mistakes as well as help you get a better intellect of the competencies of your candidates, while also refining the candidate experience.

What strategies to follow?

– Avoid long forms but identifying the most significant things that you want

– Make it easy for candidates to upload their resume

– Test for culture fit and ask open-ended questions

– Consider using the dependent form fields (it will permit you to ask eligible questions based on preceding answers)

– Do not forget to test out the process yourself (just to make sure whether you are wasting candidate’s time or missing any qualifying field in the form.)

3. Pay attention to your Employer brand – it is a time to flip the script.

Today, industry is rapidly shifting from short-term recruitment focus to a longstanding employer brand.

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What strategies to follow?

– Define the primary target group (elucidate your primary and secondary target groups & understand them completely). Leverage the research tools to recognize what these groups find attractive.

– Improve the employer value proposition (include exciting, sustainable and credible communication themes.)

– Select the KPIs and set the objectives (it will help you analyze whether your employer brand is aligned with business goals or not)

4. Get Feedback.

If you take a look at any Candidate Experience Report whether of 2014 or 2015, you will find one consistent issue – “Candidates were never asked to provide the feedback on their interview or screening experience.”

There is disengagement if you say you value candidate experience yet you do not ask for feedback from your applicants.

What strategies to follow?

– Communication is the key (ask right feedback questions & tell them what they could have done better?)

– Emphasize relationships (always designate a single person to communicate particularly when hiring top-tier.)

5. Onboarding.

The time between new hire accepts the offer and officially come on board, there is a crucial prospect to deliver a remarkable experience.

What strategies to follow?

– Deliver a company basket at your new hires doorstep

– Post an announcement on company’s social media pages

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– Invite him or her for a team lunch

– Make a friendly phone call

– Reinforce their job acceptance decision

Whether we like it or not, today’s job market is more of candidate driven. Therefore, if you do not provide them what they need, they will find someone else to give it to them.

Now is the high time for organizations to redefine your priorities, take a leadership position and start treating candidates like customers.

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