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4 Ways to Prioritizing Candidate Experience

 

Candidate experience defines how candidates feel and behave to an employer’s recruitment processes. CandE survey mentioned that there might be a potential loss of revenue for poor candidate experience. These losses could come from consumer’s based businesses, referral networks, and whether or not future-fit and silver-medalist candidates apply again. The survey also cited that candidates who believe they have had a negative experience would likely tell their alliance to take any matter related to purchasing or business somewhere else. Needless to say, candidate experience is vital to not only help secure top talents but also shape an organisation’s employer branding. 

Candidates surveyed by CandE added that if they had a positive experience, they would definitely maintain their relationship with the employer - even if they do not get the job. This positive relationship can turn into advantageous opportunities for employers. For example, if the candidate hired performs well or is in the top A-list, they could drive the company’s performance. The hired candidate can also refer to their circle who are top-performers too, making it easier for recruiters to source talents.  

Then the question is, how to create a positive candidate experience that yields positive relationships? 

While tech-powered recruiting can help create a robust experience, 82 percent of job seekers believe the ideal recruiting interaction is a mix between tech innovation and personal, human interaction. Technology helps automate repetitive, time-consuming tasks which speed up time-to-fill, thus improving talent experience. At the same time, there should be real communication to make sure the candidates are engaged. 

See also: How to be Taken More Seriously at Work

Here are the things you can do to ensure your candidate experience is superb: 

1. Use AI for resume screening 

When you have hundreds or thousands of applicants, AI can be your best friend. AI helps find qualified candidates in no time and in a less biased way as it can be programmed to ignore demographic information that can trigger unconscious bias. 

A little note: For those who do not pass the screening, you can send an automated email telling they do not pass for the first recruitment round. Although telling candidates that they fail a resume screening is painful, this way is better than staying silent and making candidates wait for your answer. Afterall, no one likes uncertainty. 

2. Use a chatbot to automate 

Job seekers today require more communication to know detailed information or issues regarding their applications. Using a chatbot can help answer frequently asked questions, cutting the cost of time and energy. When using a chatbot, make sure you have conducted a preliminary candidate screen, notify recruiters when a follow up should be done. You can also give a timeframe to candidates when the follow up will be given, so candidates do not have to wait nervously. 

3. Rediscovery 

While AI and automation are a great help, they often pass a good fit for a new role. Therefore, you can use rediscovery software to ensure you do not miss top talents. Rediscovery can also help you screen past candidates you’ve been rejected before but are now sufficiently skilful to be hired. 

4. Ensure ideal interview 

Last but not least, you should make sure the interview process is well-conducted. Not only from the candidate’s side, but recruiters should also prepare everything to create a memorable interview. AI helps you screen top talents, but an interview is a real contribution to create positive candidate experience. 

Next read: What Do Recruiters Actually Do All Day? 

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