Hetal Parikh is the President and Co-founder of Rangam, a holistic workforce solutions firm with niche expertise in DE&I.
As a professional who’s worked in the workforce solutions space for over two decades, I’ve heard both positive and negative feedback from the people we hire about their candidate experience. Believe it or not, an employee’s journey starts well before they’re hired, and the way you approach recruitment is vital to both attracting and retaining the right talent.
In this article, I’ll explore six key aspects of candidate experience that you need to consider if you want to remain on the radar of top talent.
1. Provide Transparent Communication
There are certain principles that never change in the field of human resources, and transparent communication is one of them. During the job application process, 82% of candidates expect potential employers to be transparent about their timeline for hiring and provide regular updates. However, a 2021 recruitment study uncovered a concerning statistic: Most candidates, across a number of industries, are waiting more than a month for a response to their application.
It’s essential to keep candidates informed about their application status, timelines and any process changes at all times. Regular updates and feedback not only demonstrate respect for an individual’s time and effort but also underscore your company’s dedication to transparency and open communication.
2. Optimize The Application Process
Part of providing a memorable candidate experience is simplifying the application process. Cumbersome and intricate forms deter skilled individuals from applying. Research from Appcast revealed that time-consuming applications serve as a deterrent to completion rates, and more than 40% of job seekers say working on an application form with a lot of screener questions is the most exasperating aspect of the process.
To provide candidates with a speedy process, develop a user-friendly and intuitive application system to eliminate barriers and enable candidates to demonstrate their skills and qualifications quickly and effortlessly.
3. Conduct Engaging Interviews
A Deloitte report revealed a candidate’s experience during interviews can change the way they feel about a company. Negative experiences lower a candidate’s perception, while positive ones raise a candidate’s opinion. So what creates a poor interview experience? Data from 2021-2022 found that 46% of candidates didn’t feel employers respected their time during interviews, while three out of five candidates said they’d be less likely to apply if they came across negative interview reviews on Glassdoor.
You should strive to create engaging, meaningful interview experiences that go beyond the standard question-and-answer sessions. Interviews that incorporate practical exercises, role-playing or case studies can provide candidates with an opportunity to showcase their abilities while also gaining insights into your workplace culture.
4. Ensure Timely Decision-Making
Time is of the essence in today’s fast-paced job market where unnecessary and unjustified delays can cause a company to lose talented people to competitors. Of respondents to a Robert Half survey, 62% said they become disinterested in a job if they don’t get a response within two business weeks from the initial interview. That number climbs to 77% after three weeks without a status update.
While employers ghosting candidates has existed for a long time, the reverse has started happening as today’s candidates have the upper hand in the job market. Lengthy decision-making practices significantly contribute to this phenomenon; nearly one in three candidates have ghosted potential employers because they weren’t fast enough during the hiring process. So you should establish clear timelines and adhere to them as closely as possible when making your decisions.
5. Create A Positive Onboarding Experience
A well-organized and inclusive onboarding process instills a sense of value, support and readiness for success in new employees. According to the Society for Human Resource Management, a positive onboarding experience significantly increases employee retention. A Wynhurst Group report corroborates this, finding that new employees who underwent a structured onboarding program exhibited a 58% greater likelihood of remaining with an organization after three years.
By offering extensive information about your company, introducing new hires to key team members and facilitating necessary training and orientation sessions, you can ensure a smooth transition into new roles. Regular check-ins during the initial stages of employment further showcase your company’s commitment to employee growth and development.
6. Offer Continuous Feedback And Development
Employee retention is directly proportional to professional growth opportunities. As reported by Clear Company, 94% of employees said they’d stay with their current employer longer if it properly invested in their learning and development. Per a Gallup study, there’s lower turnover among employees who receive regular feedback compared to those who don’t.
To maintain an exceptional candidate experience beyond the hiring process, you must prioritize continuous feedback and development opportunities for employees.
Bringing It All Together
In today’s volatile job market, where layoffs and economic uncertainties prevail, attracting and retaining the best talent has become more important than ever. As organizations strive to recover from the recession, candidate experience remains a crucial factor in standing out as a differentiator. By prioritizing the way you treat prospective employees, you can create a competitive advantage while building a positive reputation that attracts top talent and fosters a culture of care, compassion and respect.
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