by Melissa Bissing on January 8, 2018
2 min read
Creating a better candidate experience means leaving the traditional hiring process behind. Read on to find out if your company meets the definition of the better candidate experience.
It’s that goal-setting time of the year again, and “find a new job” tops the New Year’s resolution list for many. Job searches spike in January, according to Monster.com, and passive candidates who’ve been sluggish in job searches or waited for an end-of-year bonus are now free to make a move. For organizations in hiring mode, the question is, will your candidate experience help you pull in and hire the top talent?
For a while now, companies have understood that a better candidate experience is a must-have for better hiring results. But what is a better candidate experience? Here are three criteria to consider as a starting point in evaluating candidates’ hiring interactions with your organization:
For most organizations, creating a better candidate experience means leaving the traditional hiring process behind.
If your candidate experience needs a refresh, make it more candidate-centric. You’ll be better positioned to meet the expectations of modern candidates, a good place to get more value from your efforts. Candidates of all ages expect today’s hiring processes to be:
In this digital age, people expect to wait less and reach their goals faster, whether that goal is getting a loan, buying a new toaster, or securing a new job. Hiring that has less wait time between application, interview and job offer is going to win candidates, especially when you consider that while candidates are waiting for a response from one potential employer, another may swoop in with a job offer. Everything you can do to reduce hiring delays will help.
Consumer brands have built buying experiences around shoppers, and modern candidates expect the same candidate-centric experience with job searches. To make your hiring experience more convenient for candidates, consider HR technologies like on-demand interviewing and intelligent scheduling. On-demand interviewing allows candidates to complete interviews on their mobile device at a time and place that fits with their schedule. Intelligent scheduling enables candidates to self-schedule live interviews quickly and easily. Look for HR technologies that make hiring simpler for candidates without diminishing their opportunity to interact with recruiters.
Skills shortages and the tight talent market have shifted candidates into a power position in job searches. Candidates now expect to learn much more about your company and the employment experience during hiring, so make your employer brand message easily accessible. They also expect greater transparency during hiring, which you can deliver with frequent, highly informative communication.
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