Recruitment as an experience is something that is always noticed as a process from the recruiter’s side. We see the ways recruiters make it a well-structured balance of understanding the different niches a candidate can provide and how to integrate the candidate into a thriving environment.
But there is also a very delicate matter of finding the right balance between the employer and employee, as the recruiter acts as the face of the future employer it is important, they make the experience of the candidate pleasant enough that even if the candidate is not selected, they believe the opportunity missed is a lesson taught. That is possible by providing the right kind of candidate experience.
The Candidate Experience
The definition of candidate experience is the impression a job seeker has of an employer based on their interactions with that employer during the whole hiring process. This covers all points of interaction during the hiring process, such as job searching, application review, interviewing, and onboarding.
In other words, any plan for improving the candidate’s experience requires assessing each and every moment at which a candidate interacts with a potential employer during the hiring process, as well as the candidate’s perceptions of those interactions. This might range from something as straightforward as a phone call with the recruiter to more intricate ideas like the user experience on the firm’s careers page’s website.
The hiring process starts long before a candidate ever submits an application. An IBM study found that before applying for a job, 48% of the most recent candidates questioned had previous encounters or relationships with the employing business. These encounters and ties included having friends or family who work there, being aware of the company’s reputation and brand, being a customer, and having previously worked with the company. Unsurprisingly, only 2% of the applicants thought poorly of a company prior to applying for a job.
An interesting presentation by Resource Solutions presents the reality and expectations of candidate experience and the effects it has on the economy of employment. A good candidate’s experience can facilitate the recruitment process for both the organization and the individual. A successful recruitment process, according to 58% of the candidates polled, makes them more likely to take the position.
Poor employee engagement and time and resource waste might result from a bad candidate experience. Given that 72% of candidates who had a bad recruiting experience had shared it online or with someone, it can also hurt your company’s reputation. You can end up losing a lot of skill as a result.
When recruiting, it is necessary to instill a sense of trust and camaraderie with the candidate, even if ultimately, they are not to be selected. Bohiyaanam is meticulous at selecting candidates and even better at dictating what an employer wants to the employee and vice versa, establishing a chain of contact that is respectable and discreet
From the Recruiter to the Candidate
There are six components to the candidate’s experience. They are job search, job application, communication, feedback, interview, and onboarding. Let’s break down the interactions:
Job Search
The first contacts a candidate has with your company will likely be through social media, job postings, or the careers page on your website. Your candidates will appreciate it if your careers website is simple to find. A successful applicant experience journey begins with this. The more inclusive the hiring is from the start, the more beneficial it will be for the company. It is important to communicate such things to the candidate. Learn more about inclusive hiring over here!
Job Application
Lack of communication from the company when a candidate applies for a job is one of the most annoying things for applicants. Nearly a third of respondents to a recent survey on how companies may enhance the candidate’s experience said they would like greater contact during the recruitment process. Even if they are rejected during the first round of screening, candidates would welcome a straightforward SMS or email.
Communication
It’s crucial to provide candidates with clear and simple directions while filling out applications, in addition to making open positions easier to find. The job description and the application instructions are crucial for candidates that come to your website via job boards.
Feedback
Regular status updates will keep shortlisted candidates interested in your hiring process if they have been selected by the business. They might receive a call from the recruiter alerting them of the shortlist, or they might receive an automated message outlining the next steps. In either case, communication is essential throughout the hiring process.
Interview
Your best chance to learn more about your prospects and determine whether they’ll be a suitable match for the position is during an interview. The candidate also has a chance to learn a little bit more about the company. A successful interview process is essential to persuading individuals to work for your company. Making judgments with clarity and avoiding uncertainty is made easier by using a structured interviewing procedure. Given that candidates are eager for feedback following the interview process, speed is crucial in this situation. Give them a heads-up about your interview procedure, whether it involves a video interview or an in-person interview and let them know what to anticipate. After all, interviews are the only opportunity for candidates to demonstrate
Onboarding
Onboarding is the last candidate experience touchpoint. Your chance to fulfil all the promises made during the hiring process is during onboarding. Massive amounts of paperwork, a lack of team interaction, and ambiguous instructions are all signs of a poor applicant experience during onboarding. Your newest hire will be successful at your company from day one if you follow a planned onboarding plan. Especially if Bohiyaanam Talent Solutions is there to take care of the process! Our website gives you all the information you need.
Improving the experience also requires incorporating software or at least professional help that can handle the software. Nearly 60% of job seekers have encountered unsatisfactory candidates. So where do businesses make mistakes? Some people attribute it to a lack of organization and deficient systems. In terms of the hiring process, first impressions are crucial. To make a good first impression and ensure long-term success, both the candidate and the business must put their best foot forward.
HR software can be useful if you’re searching for a better, simpler way to guide candidates through their candidate experience and enhance their opinion of your business. A strong HR software is essential whether you want to utilize it to create and distribute candidate experience surveys, schedule interviews, or collaborate on processes and documentation with your team to maintain consistency. Bohiyaanam Talent prides itself in its tech forward approach that makes it a leading talent recruitment and staffing company.
Conclusion
The smallest details can have a significant impact on creating a favorable candidate experience. These consist of deliberation, thinking, and attention to detail. An amazing candidate experience and a favorable impression of your business are guaranteed when you go above and beyond an applicant’s expectations at every level of the hiring process. Bohiyaanam Talent is an experienced company. We make it a necessity to understand what both parties want and deliver to both to our best efforts.
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