Recruitment is no longer solely about filling vacant positions, but is a strategic function that shapes an employer’s brand, workforce quality and long-term business success.
A candidate’s experience spans everything from the initial job ad to the onboarding process. This includes their experience in the ease of applying for the role, the clarity of communication, the timeliness of responses and how respected they feel during the process.
Even if an applicant is not hired, the outcome also influences their perception of the company.
Specialist agency Frontline Recruitment says that the experience of candidates is important for several reasons.
The top reason is that a poor experience could lead your best candidate to go to the competition.
Secondly, applicants will talk about their poor experiences, potentially damaging a business’ reputation and putting off future applicants.
A streamlined, professional experience, they say, will improve the quality of candidates, who are more likely to bring their best to the hiring process, leading to a reduction in the time it takes to fill the role.
Finally, an excellent candidate experience has been shown to retain employees over time.
Frontline outlined five key steps in improving the experience of potential new hires.
- Audit the hiring process from beginning to end, as a candidate would experience the process. Question if the communication is clear, and if the process appears intuitive.
- Communication is key. Keep applicants updated, even if a decision has not been reached. Silence shows disinterest.
- Communication should be personalised, especially for specialists and those at higher levels.
- Ensure the entire process is as streamlined as possible.
- Ask both successful and unsuccessful candidates for feedback, with the aim of continuous system improvement.
Understanding how job seekers experience and respond to a hiring process is critical to attracting the right talent and protecting a business’ reputation in a competitive market.
