Improving the Candidate Experience

By HireRight Inc.

This is part of an advertising section featuring white papers.

Here are practical tips to help improve the job application and onboarding experience for candidates. Individuals who have a negative candidate experience can and will communicate their impressions on social media sites, share with friends, or choose to no longer purchase from your business. This can potentially impact your brand, reputation, and in some cases, your bottom line.

Keep Them Informed

* Let the candidate know what information they will need to efficiently navigate your vetting and onboarding process.

* Acknowledge the candidate's application has been received and that they are being considered for the position.

Leverage the Latest Technology and Social Media

* Ensure the process is mobile-friendly so that candidates can find, apply for, and complete pertinent application and screening milestones using their smart phones or tablets.

* Provide tools that indicate the real-time status of the candidate's application.

* Enable candidates to save completed sections of the application and return later to complete the remainder.

Involve the Hiring Manager

* Train your hiring managers to interact with candidates to provide the best experience possible.

* Ensure hiring managers are aware of and can explain the vetting and onboarding process such as the timing of pertinent pre- and post-hire activities like reference checking, employment screening and I-9 processing.

Provide Visibility

* Make sure the "careers section" of your website is easy to locate and navigate.

* Provide names and contact information for personnel involved in the hiring and onboarding process so candidates have a person to turn to in case they have questions.

Map Out the Candidate's Journey

* Audit the journey from the candidate's perspective.

* Test for ease of use; see how many clicks it takes to apply for a job.

Integrate Employment Branding

* Communicate your company culture at every opportunity.

* Highlight unique perks you might offer (e.g., paid time for volunteerism)

Create a Talent Pool

* If declined, a candidate will appreciate a personal email or phone call from the recruiter or hiring manager; each candidate probably spent a lot of time preparing for their interview and warrants a more personal means of contact than a form rejection letter.

* The candidate who may not be right for one position may be ideal for an opening in the future. Encourage the candidate to stay in touch and apply for other jobs with you.

Ask for Feedback and Benchmark

* Create a mechanism for candidate feedback and develop a process to incorporate feedback into your program.

* Ask if the candidate understands where they are at most steps during the recruitment process.

Keep Them Engaged in the Final Stages

* Be transparent: Recruiters and hiring managers should explain in detail each background check you will be performing.

* Provide updates as to where they are at various stages of the screening process.

* Provide realistic timelines.

Oct 2, 2017
Copyright 2017© LRP Publications