These 5 Mistakes Will Ruin Your Candidate Experience
Many job seekers may be a current or future customer. If a candidate struggles to complete the application and never hears from your organization, the result is a lost candidate and potentially a lost customer. In fact, a recent report found that one in four job seekers stopped purchasing or purchased less from a brand due to a negative candidate experience.
Not only can a poor candidate experience negatively impact your brand’s perception. Ultimately, it can lead to lost sales.
Top contributors to a negative candidate experience
1. The career site is difficult to navigate
To avoid drop-off, complete an audit of your current career site. Simplify cumbersome navigation to make it easy for candidates to search for open roles, apply to jobs and create job alerts. Provide applicants a streamlined experience that includes enticing brand information, as well as tools to quickly and easily complete the application.
2. Candidates are left waiting for a response
Provide a high-touch experience for every candidate and communicate promptly throughout the candidate journey. Start by thanking every candidate for their interest and for completing an application. If the candidate will advance, provide a hiring process timeline. If not, add these candidates to your talent community to keep them engaged for future opportunities. Keeping applicants informed will help to ease candidate anxiety throughout the hiring process, while ensuring every potential employee has a positive interaction with your company.
3. Your candidate communication strategy is impersonal
In today’s diverse and multigenerational job market, communication strategies are no longer one-size-fits-all. Sending a mass email to your entire candidate database will not drive engagement. To improve the candidate experience, first, learn about your audience’s communication preferences. Consider surveying talent to find out if they would rather communicate with your organization via phone, email, text message or even social media.
When you understand communication preferences, engage candidates through those mediums. Leverage candidate relationship management software to target communication efforts and messaging based on background, interests, experience level and more.
A targeted communication approach will help you stand out from other companies, while providing a personalized candidate experience.
4. Candidates can’t apply from their phones
5. You don’t survey for improvement opportunities
Send a one-question survey to learn about the application experience and a longer survey following the interview. Collecting feedback directly from candidates who interact with your company and your process will provide additional areas to focus upon, to continue to evolve and enhance the experience for every candidate.