There’s no one over-arching definition of the candidate experience. Every in-house and external recruiter seems to have their own spin on what it truly means. In summary, it’s essentially the results of all the engagements and interactions that you have with candidates during the hiring process.
This experience incorporates both the tech driven aspects such as online job postings and the more personal aspects like screening and interviews. The candidate experience can really reflect positively or negatively on a brand. Candidates who are actively applying for jobs will quickly learn the difference between what a nice candidate journey is and what a not-so-nice journey is. Hence, it’s in your best interest to lay the ground work for ensuring your job application process is streamlined.
1.The application stage:
When people have a good experience they want to share it. They discuss it with peers or even better/worse they discuss it online. According to a 2016 report from the talent board, candidates share their positive experiences with their inner circles more than 81% of the time and negative ones more than 66% of the time. Only one destined candidate can secure the role but all of the candidates can have a positive experience. In-house HR teams are typically over-worked and under-staffed. And sometimes the in-house HR team doesn’t exist at all. In order to streamline the process sometimes an expert recruiter is your best option. An external recruiter knows how to handle candidates. They’ll guide them through their application in the most professional way possible.
2.The interview stage:
A recruiter will only select the best candidates to attend an interview because they won’t want to jeopardize the relationship they have with their client They also are experts at screening so typically they can separate the suitable talent from the candidates who should be placed elsewhere. When it’s time to have the first round interviews the recruiter will prep candidates so that everyone can put their best foot forward. This means the interviewer can rest assured that the basics have been covered ie. your candidate knows the location of the interview, is appropriately dressed and has the general information regarding how this interview will flow.
3. The feedback stage:
As we stated above, only one hopeful candidate can get the job. However, all the interviewed candidates deserve to feel valued and receive feedback. There is a process to the period after an interview has been conducted. A recruiter will always call candidates following an interview to discuss how it went. This gives the recruiter an opportunity to obtain key feedback for your brand on how the interview was conducted from your behalf. When it’s time for the dreaded follow-up calls, a recruiter is well versed in how to let people down gently if needs be. A personal phone call from a recruiter is a whole lot nicer than an automated email from a team account.
Personalisation is something that every one in this tech age appreciates. So why not let a dedicated recruiter handle the feedback? After a recruiter has conducted damage control then your team can reach out to thank the candidate. While a said candidate mightn’t have been a fit for this particular position you may require their expertise in the future. Hence why it’s in your best interest to maintain a relationship.
Are you a business who wants help filling your key roles? Why not get in touch with us at Total Talent and let our experts recruiters do the heavy lifting?