Candidate experience is the sum of all interactions a candidate has with your company throughout the hiring process. It starts when they first learn about your company and ends when they either accept or decline your job offer.
Candidate experience is important for a number of reasons. First, it can impact your ability to attract and hire qualified talent. Candidates who have a positive experience are more likely to apply to your jobs, accept your offers, and stay with your company for the long term.
Second, candidate experience has a direct impact on your employer brand. Candidates talk to their networks about their job search experiences, and their feedback can influence other people’s perceptions of your company. This influence doesn’t only extend to other candidates but to potential customers as well.
Finally, candidate experience can have legal implications. In most places, it is illegal to discriminate against candidates based on their race, gender, religion, age, or other protected characteristics. By creating an equitable candidate experience, you can help to reduce your risk of legal liability.
But candidate Experience is not just about the big moments; the small touchpoints matter too.
Small touchpoints are the brief interactions that candidates have with your company throughout the hiring process. They may seem insignificant, but they can significantly impact the overall candidate experience. They can include things like:
Even though these interactions may seem small, they can make a big difference in how a candidate feels about your company. For example, a candidate who receives a personalized email after submitting their application may feel more excited about the opportunity than a candidate who gets a generic email.
These small touchpoints are important for equity because they can help to reduce bias in the hiring process. When done correctly, small touchpoints can help to create a more inclusive and welcoming environment for all candidates.
Here are a few tips on how to create an equitable candidate experience through small touchpoints:
The simplicity of your application is one of the most critical factors when a candidate decides if they will apply to your company.
According to Smart Recruiters, 47% of candidates have not applied for a job because the employer’s process was “too lengthy or complicated.”
Some of the things you can do to simplify the process are:
Take the time to personalize your communications with candidates, from the initial application email to the thank-you note after the interview. This shows candidates that you’re interested in them and value their time.
Here are some things you can do to personalize your process:
If a candidate has any special needs, such as a disability or a religious requirement, be sure to accommodate them. This shows candidates that you’re committed to creating an inclusive workplace. You can do simple things like including a field on your self-scheduling or availability form that asks candidates if they require accommodations for interviews.
You should, of course, then follow up by actually honoring their accommodation request. For example, you could provide a sign language interpreter for an interview or allow a candidate to reschedule an interview if it conflicts with a religious holiday.
81% of job seekers say employers communicating continuous status updates would greatly improve the candidate experience. (Career Builder)
Clarity is one of the best gifts you can give candidates. They will return the favor. Plus, you’ll save a lot of time if everyone knows what to expect.
Here are some of the ways you can set clear expectations with candidates:
52% of candidates say they get frustrated most by the lack of response from potential employers during the job search process. (Career Builder)
Candidates who receive helpful feedback are more likely to speak positively about your company, both online and offline. This will elevate your employer brand and attract more qualified talent. Plus, you owe it to them! A candidate who has spent time interviewing with you deserves to know why you’re not moving forward with them. Not sharing feedback with candidates is a sign that you don’t value transparency.
After the interview process, ask candidates for feedback on their experience. This will help you to identify areas where you can improve. For example, you could ask candidates if they felt welcome and included during the interview process and if they had any suggestions for how you could make it better.
The data from Candidate Experience Surveys will give you insights into candidate behavior, preferences, and satisfaction levels. You can use the data to make informed decisions on where to allocate resources and efforts for the most significant impact.
You can create a more equitable candidate experience by focusing on the small touchpoints. Focus on these, and you’ll attract and retain more qualified talent.
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