In the midst of what has been dubbed the Great Resignation or the Great Reshuffle, the surge in online job applications remains unabated. However, even with a slight decline in US job openings going into Q3, it’s imperative not to adopt a passive stance on applicant flow.
The prevailing trend indicates that companies prioritizing the candidate experience will be the ones securing top-tier talent before those who don’t.
Understanding the Candidate Experience
The candidate experience encapsulates the manner in which individuals perceive your company’s hiring process. This encompasses interactions spanning the pre-application, application, and post-application phases.
Key touchpoints include:
- Your Company’s Career Site
- Job Descriptions
- Application Procedure
- Interview Process
- Communication and Follow-Up
Have you tested your company’s online application process?
Regardless of whether you’ve been part of the company for a year or a decade, it’s essential to recognize that the expectations of prospective applicants have likely evolved considerably since your own application experience.
Taking on the perspective of a candidate, scrutinize your company’s application and hiring procedures. If you haven’t revisited, revamped, or at the very least reviewed your application process within the last six months, it’s time to delve into the digital realm and ensure that the candidate experience is a positive one.
Four Strategies to Optimize Candidate Experience
1.Cultivate Your Brand
Even without a dedicated marketing department, you can elevate your company’s standing through well-crafted job advertisements that present realistic role expectations.
Leverage feedback from your current team members and associates to showcase your company on platforms like Great Recruiters, Glassdoor, Indeed, and Google, where candidates conduct research.
Incorporate benefits, company culture insights, and reviews on your website, within your ads, and across social media channels.
2. Simplify the Application Process
The modern candidate’s attention span is fleeting. If the application process takes longer than five minutes, you risk losing applicants along the way. If you notice a pattern of application drop-offs, the best way to discover potential pain points is by combing through the process yourself.
- Is your website optimized for mobile devices? A cursory glance at your Google Analytics will likely underscore the dominance of mobile visitors over desktop users. While the application may appear seamless on desktop, failing to ensure mobile compatibility can lead to candidate abandonment.
- Are open positions easily discoverable? Upon landing on your website, can visitors swiftly discern where to access the application section? Is it feasible for them to search based on job type or keywords? Consider mechanisms to engage candidates even when there isn’t a current opening aligned with their field. In the current job market, nurturing talent pipelines for future openings is as pivotal as filling present-day vacancies.
- How extensive is your application? Deliberate on the essential components for an application. Trim it down to the essentials, leaving finer details for the resume and subsequent communication. Condensing it to basics such as name, contact details, a brief qualifying question, and resume attachment could potentially bolster conversion rates by up to 385%.
Pro Tip: Simplify resume uploading by enabling a feature that auto-fills contact information and work history, directly integrating with your Applicant Tracking System (ATS).
3. Instant Communication
Our constantly connected world has instilled the expectation of instant gratification. This phenomenon extends to today’s job market as well. Strive for an initial response to applicants within 24 hours; failure to do so might grant your competitors an edge.
Minimize the time required to schedule interviews and the number of interview rounds.Get rid of unnecessary assessments or evaluations. If a personality appraisal is integral to your process, consider tools like Predictive Index, which can be completed in 10 minutes or less.
Pro Tip: Incorporate AI-driven solutions, such as chatbots, to engage with candidates during the application process. AI operates even when you’re not actively available, allowing the proverbial early bird to catch all the worms.
4. Personalize Interactions
While technology expedites responses, it’s crucial not to circumvent human contact entirely. A brief phone conversation can provide insights beyond the lines of a resume and lay the foundation for future interactions.
Maintain consistent communication throughout the process. Each interaction serves to build trust and serves as an additional opportunity to spotlight the appealing aspects of your company.
Ditch the Hoops
By committing to crafting an outstanding candidate experience, you’ll not only attract higher-quality applicants but also fortify your brand’s standing. Today’s recruiters must stop making candidates jump through hoops. Instead, take the time to critically assess your process and discard the unnecessary hurdles and time-wasters.
In an era marked by unprecedented shifts in employment dynamics, cultivating a favorable candidate experience stands as a cornerstone for securing exceptional talent and bolstering your company’s market presence.
