How to Create a Delightful Candidate Experience Jobseekers Will Love

How to Create a Delightful Candidate ExperienceRecruiting often gets a bad rap. Its practices are often slow, outdated, and cumbersome for candidates. Unfortunately, it’s rarely a delightful candidate experience for job seekers.

The good news is many organizations are starting to realize how they treat candidates matters and it can be an important differentiator in attracting their ideal employees.

Just like today’s consumers, job seekers want constant, real-time updates and access to information about their job applications. It’s time to view the candidate as a consumer and focus on the experience you create during your recruiting process.

Your interview process can make or break a candidate’s decision to join your company: 65% say a bad interview experience makes them question whether they want the job at all.

Most hiring managers and recruiters juggle multiple responsibilities and finding the time to keep each candidate updated on where they stand in the interview process can be difficult. You may even feel these candidates are bothering you with their questions and need for information. Regardless of how committed you are to keeping your candidates informed, there will be times when a candidate is left wondering about the status of their application. And if the wait is longer than expected or they feel ignored, your ideal candidate may accept another offer or share their negative experience with your company on social media.

So how can you create a great candidate experience that creates a win-win situation? Here are seven ideas to help you create a candidate experience that differentiates you from your competition.

1. Plan.

Before you interview, create a strategy. As simple as this sounds, having a plan is something that is often overlooked. Decide what information you want to know, what skills need to be assessed, and how to evaluate your candidates against your criteria.

2. Communicate your interview process.

Your career page or your first contact with job seekers must outline what to expect in your interview process. Candidates want a timeline and information about what to expect and when you anticipate making a hiring decision. Make it a priority to give them this information.

3. Use technology to schedule interviews.

Many scheduling apps are available to make setting up interviews fast and easy for candidates. Instead of multiple emails trying to agree on a mutually convenient interview time, a scheduling app means candidates have control and flexibility and are not waiting around (and losing interest). Plus, you spend your time more efficiently and effectively.

4. Block off time to update candidates.

One of the best ways I know to control chaos and stay organized is to block time on my calendar for specific activities. When you block off time (and it can be as few as 10 minutes a couple of times a week) to communicate with candidates, you can satisfy their need for information while preserving your sanity.

5. Create a fast, agile process.

Interviews are often a lengthy, time-intensive process. Do a thorough phone screening and eliminate multiple rounds of interviews. Include those whose input is important to the hiring decision in your first round or have them on standby for candidates you deem rock stars. If you have candidates return for multiple rounds of interviews, you increase the risk of losing them.

6. Give your candidates feedback.

While you’re communicating with candidates, remember this is also an opportunity for improving candidate experience by giving feedback. Rejections are hard. However, giving the candidate feedback can lessen the sting and provides them with valuable information for their next interview. Share what they did well and areas they could improve. This is a valuable learning opportunity and shows you respect your candidates.

7. Remember that a bad candidate experience is expensive.

A bad candidate experience cost Virgin Media $5 million. Consider candidates who are also customers who buy your product or service. Candidates can and will take their business to a competitor, and they will also tell their friends and family about their bad experience causing you to lose even more customers.

Want help creating a great candidate experience? 

I can be your guide. Click this link to schedule a time to talk with me.

Read The YOLO Principle: The Ultimate Hiring Guide for Small Business. 

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