How to improve Candidate Experience in Recruitment?
How to improve Candidate Experience in Recruitment?.
The recruitment process of companies can be significantly affected by a bad candidate experience. When candidates have a negative experience during the recruitment process, it can have several consequences for the company:
Negative Employer Branding: Candidates who have a bad experience are more likely to share their negative experiences with others, both online and offline. This can damage the company's reputation as an employer and deter other potential candidates from applying in the future. It can also lead to negative reviews on review and social sites like Glassdoor, LinkedIn, Facebook, Instgram, etc, further impacting the company's image. Needless to say that a company loses Top Talent and faces a shrinking talent pool available to them. In
Increased Recruitment Efforts, Costs and Lead Time: A negative candidate experience can result in increased recruitment costs for a company. For example, the company may need to invest more in advertising, recruitment agencies, or other sourcing methods to attract a sufficient number of applicants. Additionally, if candidates withdraw from the process or decline job offers due to a poor experience, the company may need to restart the recruitment process, resulting in additional time and financial resources being spent.
Damage to Customer Perception: In some cases, candidates who have a bad experience may also be customers or potential customers of the company. If they have a negative impression of the organization as a whole, it can affect their perception of the company's products or services. This, in turn, can impact customer loyalty and lead to a loss of business.
Clear and transparent communication, respectful treatment of candidates, efficient and timely feedback, and a well-structured and organized process is need to be exercised by the companies to ensure a good and smooth Candidate Experience through the Recruitment Process. By prioritizing candidate satisfaction, companies can enhance their Employer Brand, attract top talent, and maintain a positive reputation in the job market.
Also to remember that once one Candidate experiences a pleasant Assessment to Onboarding process, he or she is very likely to tell others the same thing, naturally attracting more candidates towards the company. Positive or Negative Experience, thus, both have a multiplier effect.
Here are a few innovative examples of top companies that have established processes to provide great candidate experiences and the positive results they have achieved.
Airbnb: Airbnb is known for its emphasis on creating a positive candidate experience. The company focuses on personalized communication, providing timely updates and feedback to candidates throughout the hiring process. They also strive to make the interview experience as transparent and comfortable as possible. As a result, Airbnb has seen increased applicant satisfaction, improved candidate conversion rates, and a stronger employer brand.
Microsoft: Microsoft revamped its candidate experience by implementing a program called "The Microsoft Candidate Experience." The company ensured that candidates receive regular communication, including updates on their application status. They also provide detailed interview preparation materials and make efforts to give feedback to candidates, even those who were not selected. These initiatives have led to higher candidate satisfaction, increased positive feedback from applicants, and improved perceptions of Microsoft as an employer.
Trello: Trello, a project management software company, is known for its quirky and fun culture. To reflect their company values and culture, they have integrated creative elements into their candidate experience. For example, instead of traditional interviews, they conduct "life stories" sessions where candidates share their personal and professional experiences in a storytelling format. This unconventional approach helps candidates showcase their personalities and creates a more engaging and memorable interview experience.
Slack: Slack, a popular communication and collaboration platform, believes in showcasing their company culture from the very beginning of the hiring process. They have designed a custom chatbot called "Slackbot" that interacts with candidates during the application process. This chatbot provides information about the company, answers frequently asked questions, and adds a touch of playfulness and innovation to the candidate experience.
LEGO: LEGO, the iconic toy company, believes in the power of play and creativity. During their recruitment process, they incorporate LEGO building exercises as a way to evaluate candidates' problem-solving skills, teamwork abilities, and imagination. This hands-on approach allows candidates to showcase their skills in a unique and enjoyable way, making the candidate experience more engaging and memorable.
These examples highlight how companies can inject creativity, fun, and uniqueness into their candidate experiences, leaving a lasting impression on candidates and differentiating themselves as employers who value innovation and a vibrant work environment.
Teksands as a Talent Solutions provider takes great personalized care through our People, Process, and Systems to achieve a great Candidate experience for our clients through the Recruitment process. Automated Conversation, Easy Application process, Multichannel engagements, Timely updates to Candidates and Client alike, keeps the entire process smooth and engaging for everyone.
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