Candidates are also consumers, and there are real business implications of a poor candidate experience. Candidates talk about their experiences, good and bad, whether or not they are hired by your company. Help make every experience a positive one.
Informed candidates are quality candidates
Set candidates up for success: Hiring managers agree that candidate preparation is critical to an efficient interview process. By actively educating candidates about your company, you increase the likelihood of a smooth interview process and employee quality post-hire.
Customer Spotlight: Lever
See how The Muse has helped Lever prepare, inform, and empower candidates to succeed in its interview process.
Today’s professionals treat the job search the same way they treat a major purchase, and they react to a negative candidate experience as they would to a poor consumer experience. Some 78 percent of candidates report that candidate experience is an indicator of how a potential employer values its people. That means they’re evaluating you as a possible employer at every step—including the period before they start actively looking for a job, when they interact with your organization as customer, client, or casual observer. Once people go into the early consideration stage, the impressions they get from your job description and careers site are key, as is the information they discover online. The foundation of a great candidate experience is effective messaging, and to be effective, it needs to be honest and transparent. Job seekers can smell inauthenticity a mile away, just as they can when they’re in consumer mode.
Application and Office Visit
Since 65 percent of candidates report that they’re rarely—or never—notified about the status of their application, maximizing touchpoints can help set you apart from the competition. So make a plan for what gets shared when, and determine who’s responsible for sharing it. If candidates are invited into the office for an interview, how they perceive your workspace, their potential co-workers, and even their would-be boss can play a role in shaping their perception of your brand. When you put your interview committee together, think about whom the candidate should interact with for the best experience. Aside from meeting their potential boss and colleagues, introducing them to leadership can be really inspiring and motivating. During the interview, give candidates a tour and point out things that exemplify what’s unique about your culture.
Job Offer or Rejection
Telling a candidate they aren’t getting the interview (or the job) is a tough part of a recruiter’s job. But remember that getting a “no” is probably even harder for the applicant. A rejection will never be good news, but it doesn’t have to discourage an applicant or keep them from applying to other openings. That means giving them the news as soon as you’ve made the decision, no matter where they are in the process. And don’t just give candidates the rejection and wish them good luck–delivering the bad news is actually an opportunity to engage them and bring them closer to your brand. Give them the opportunity to subscribe to a newsletter or a Facebook community so they can keep in contact and get updates when new positions open up. If you can’t offer the job, give them objective feedback so they can walk away with something tangible to improve their chances down the road. At the very least, you have built a relationship and left them with a good feeling about your organization.