Candidate experience: New Year resolutions
Is that a groan we hear? Yes, perhaps it is a getting a bit late in January to use a ‘New Year resolutions’ theme.
But it’s never too late to start providing a better experience for your candidates…
Do you resolve to: Engage potential candidates from the first moment they hit your site?
When a candidate lands on your careers site, you want them to get a real feel for your organisation. The aim is for them to connect with your cause, browse your vacancies and apply for a role.
Your site needs to be simple and effective. Think about how you can connect with candidates straight away: Can you use strong, relevant imagery? Video content showcasing what life is like at your organisation? Short case studies from team members?
You’ll need to consider your candidates’ visitor journey. Is the navigation clean and straightforward? Is it easy to find the ‘View all vacancies’ page or section? Can they easily filter and search for roles?
Think too about your employer brand. The look and feel of your careers site should perfectly reflect your main website in terms of branding and tone of voice.
Do you resolve to: Provide candidates with a simple and professional application process?
So you’ve encouraged potential candidates to view your job vacancies – and now they’re ready to apply for a role.
Application forms should be kept as short as possible. If you’re recruiting for roles that require a additional documentation or information, consider implementing a two-part application process. You can gather essential information during the first stage, and then secondary data after initial shortlisting – for example.
Think about ways you can engage with candidates even if there aren’t immediate relevant opportunities for them. Offer ‘job alerts’, where candidates can register for alerts based on criteria like skills or location. This will keep candidates connected to your brand and enable you to build valuable talent pools.
Read more: Is your ATS ready for passive candidates?
Do you resolve to: Keep candidates informed throughout your hiring processes?
Manage your candidates’ expectations from the outset. Be clear on when they can expect to hear from you. And acknowledge receipt of their application, rather than leave applicants wondering if their CV has fallen into the abyss.
Communicate consistently with applicants. Using an ATS means you can send bulk, but personalised, communications to candidates at each stage of the process. All email templates can be branded and tailored to suit the tone of your organisation.
Speed of hire is also important here – don’t risk losing talented candidates because they’ve lost faith or another organisation has offered them a role. Applicant tracking technology can significantly improve your time-to-hire. Tasks such as screening, shortlisting and even scheduling interviews can be automated and streamlined to help speed up your hiring processes.
Discover more about Hireserve’s flexible applicant tracking technology here!
Offering an end-to-end positive candidate experience does take time and resources. And we know those are often in short supply. So, how can we help you keep those New Year (ahem) Mid-January resolutions?
Recruitment technology can be hugely beneficial in terms of saving time and spend (and you can find out more here). Working with your marketing team to develop your employer branding and engagement strategies can prove fruitful. And investing in your careers site can have a huge impact on potential candidates.
Looking for more?
If you’re not sure where to start with recruitment software, check out Choosing an ATS
Find out more about the humans behind Hireserve
Pick up more tips from the IHRA 16 finalists – from sourcing to candidate engagement