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4 Ways to Improve Your candidate Experience
Originally published by Christian Valiulis on Recruiter.com.
In a market hungry for talent, competition for top-notch candidates is fierce. In order to recruit stellar contenders, recruiters and HR managers must first know how to communicate effectively with them. First impressions are important. If the initial communication with an applicant isn’t satisfactory, it can hurt their overall candidate experience with your company.
What kind of experiences do top candidates respond to best? Technology-driven experiences — which tend to ease the process for applicants and HR teams alike — come to mind. Applicants are also interested in exploring workplaces with exciting opportunities that speak to their skills and provide the next, best steps for their careers.
Companies need to be forward-thinking enough to align their communication practices with usable technology. HR leaders and recruiters need to take the initiative to improve their candidate experiences — and avoid some common communication missteps along the way.
Keeping the Lines of Communication Clear
If you’re skeptical about how improving your candidate experience affects your business, just take a look at the success of British telecom company Virgin Media.
A few years ago, the brand’s recruitment team wasn’t at the top of its game. In fact, a post-interview survey of candidates revealed that about 18 percent of them were also Virgin Media subscribers — and some of those customer-candidates were actually canceling their subscriptions as a direct result of negative interview experiences. Furthermore, these displeased interviewees were encouraging their friends and family to do the same.
Virgin Media reported losing about $5.4 million per year as a result of candidates’ poor experiences. Thankfully, the brand recognized the need to transform its interview process and used the data collected from the survey to do just that. By communicating with applicants, offering tailored feedback, and asking for feedback in return, Virgin Media boosted its Net Promoter Score (a measure of how likely someone is to recommend a brand) from -57 to a +11.
4 Ways to Improve Your Candidate Experience
Virgin Media’s team members took what they learned and revamped their hiring process to include feedback and follow-up sessions for candidates. You, too, can transform your candidate experience and avoid miscommunication by implementing the following tactics:
1. Initiate Post-Interview Surveys
Post-interview questionnaires can help hiring managers and HR leaders identify where they are losing top talent in the hiring process and develop a plan to engage the best candidates before they’re swayed by other companies. Collect applicants’ interview feedback and start making enhancements right away.
2. Provide Actionable Feedback
For instance, turn “Get more experience” into something like “Get involved with a project that focuses on B2B marketing strategies.” With this kind of specific feedback, you’re clearly communicating that you care about the interviewee’s future success. Give applicants the chance to address problems, and they might come back to wow you during your next round of hiring.
3. Update candidates At Each Step
With an applicant tracking system, you can send automatic updates to applicants throughout the process. Whether you’re just letting them know when they can expect to hear back or giving them more detailed instructions, these extra touchpoints let candidates know that your organization values their time.
4. Streamline Your Application Process
Why doom your candidate experience before an applicant has even met you? Create a streamlined, easy-to-use application process that is accessible across devices. It should be short, yet comprehensive. Include a lucid and engaging job description that gives applicants all the information they need in order to say, “I want this position.”
You just need to communicate with candidates effectively to show them they could truly have a place in your organization. By simply being open and honest with applicants, you’ll stand out from the competition by having the best candidate experience around — no special tricks or gimmicks necessary.
About Christian Valiulis
Chief Revenue Officer Christian Valiulis at APS is a member of the Forbes Business Development Council. As a national human capital management and full-service payroll processing company, APS delivers a unified cloud solution backed by guaranteed payroll tax compliance services. Christian oversees marketing and sales, channel partnerships, and strategic product and service alliances.
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