If you’re an employer, did you know skilled professionals are no longer willing to tolerate a poor candidate experience? According to a Career Builder survey, 78% of survey respondents indicated that candidate experience was an indicator of how a company values its employees.
Candidates whose experience applying or interviewing for a company was poor may be inclined to leave poor website reviews such as Glassdoor, which in turn reflects poorly on the company’s reputation. LinkedIn notes, “Bad reviews can be the reason why good candidates don't apply to your company, thus reducing your chance of finding good talent.”
How can you avoid the dip in your reputation caused by poor online reviews and make sure your job candidates have a great candidate experience? Here are five winning suggestions:
Make the job description clear
What is the most important job-related content candidates seek when looking for a job? If your answer was “job description”, you would be right! Making your job description clear is, therefore, one of the best ways to enhance a candidate’s experience. TalentLyft outlines some of the requirements candidates may have for a job description: “They want a clear and accurate explanation of the job and responsibilities, not a laundry list of your requirements. They also want to know about the salary range, perks and benefits and company values. And they want all the information in an easy to read format.”
Communicate at every stage of the process
Keeping candidates informed is one of the top ways to improve a candidate’s experience, and it’s easy to do. Just make sure you communicate well at key points such as the moment the candidate sends in his or her resume and the moment you set up an interview; and don’t forget to respond promptly to a candidate’s questions. As The Balance Careers explains, jobs hiring now are characterized by busy employers: “You are also currently swamped with applications for every job you post. But communication with your candidates is critical to your status as an employer of choice.”
Reject candidates in writing, rather than ghosting them
If you work in HR, you know it’s tempting to simply contact only the candidates you’ve accepted for a job interview. You’ve received so many applications and conducted so many interviews that sending emails to everyone takes a lot of time; and it’s also an awkward and unpleasant experience to reject a hopeful candidate who’s taken the time to apply or be interviewed for a role at your organization.
Nonetheless, this post from LinkedIn reminds employers why it is still crucial to actually reject candidates in writing, rather than ghosting them. Candidates who have been ghosted will have had an unpleasant hiring experience and may assume the hiring manager “is lazy, unknowledgeable, rude, mean, or disorganized. And when said hiring manager works for an organization...the same adjectives and feelings can be reflected on the organization too.”
Send candidates a survey asking for feedback
Sending candidates a candidate experience survey is an excellent way to gain insights about your own hiring process and make improvements for the future. Survey Monkey shares some of the reasons why surveys are helpful to an organization: “Are there critical perks or benefits that you’re not offering? Aspects of your culture that aren’t coming through clearly? You’ll never know until you start asking them.”
Use a new hiring solution
Geekbidz is an AI-based hiring solution that allows candidates to feel as though their skills are a priority, since it invites them to perform a skills assessment and then pairs them with jobs hiring that best fit their skills. The employer also has an opportunity to hire the best-fit candidate for on-the-job evaluation. What better way to ensure candidates have a good experience with your organization than to show them you value their skills enough to use AI-based skill-ranking technology, and you are dedicated enough to finding a winning candidate that you devote time and energy to evaluating them on the job?
Communication is key, and don’t forget new hiring strategies
If you’re one of the many jobs hiring new candidates now, it’s easy to primarily focus on the winning job candidate and devote less attention to all the other candidates; but by making sure every candidate who applies to your organization feels valued, you actually increase your chances of finding talent, because of the number of candidates who will review your organization appreciatively. Just remember to communicate clearly and consistently throughout the process and think outside the box by trying new hiring solutions, and in no time you should find yourself with a reservoir of job candidates willing to give your company favorable reviews.