In today’s competitive employment market, “experience” is more than just a buzzword. It’s become into an important lure for A-listers. Candidate experience, after all, is how a company’s potential new hires feel about it after going through the interview process.
Whether positive or negative, initial impressions have a significant effect on a candidate’s choice to accept or reject a job offer. More than 80% of employees say that a negative interview experience has changed their opinion of the company or the job. A negative candidate experience may damage an organization’s reputation and cause it to lose talented applicants.
Ninety percent of those who have applied for a job say that a positive onboarding experience influences their opinion of the company or the role. Potential employees who had a good experience applying to a company or a specific position are more likely to spread the word.
Take Into Account the Relevant Features of the Applicant’s Background
The word “candidate experience” refers to the interactions between recruiters and applicants during the onboarding process. The candidate’s experience is shaped by every interaction and piece of proactive work done from the beginning to the end of the hiring process. Job seekers go through a process that includes learning about the position, applying for it, attending an interview, discussing salary, and finally accepting an offer.
Focus on What Really Matters for Applicants
The best method to ensure that prospects have a positive and gratifying experience is to give that experience your full attention from the beginning to the end of the recruitment process. You may break it down into these parts:
Seeking Employment
To begin, you should look into the applicant pool and discover the channels via which potential workers are learning about your company and getting in touch with you. Similarly, make sure that the requirements for applying to the position are clear to anybody who would be interested in doing so.
Methods of Elimination
Designing efficient and useful touchpoints for the screening process will guarantee a positive applicant experience.
Conference with Potential Employer
Verify that they have the skills and knowledge required to perform the job’s essential functions. No matter whether the interview is in-person or online, it should be well-planned to maximise the applicant’s benefit.
Onboarding
It’s crucial to make a lasting impression on new hires by the time the onboarding process comes to a close. Deliver on the stated principles and structure the hiring process to encourage interaction with new hires over the next 30–90 days.
The Best Ways to Improve the Application Procedure
You will have made significant progress towards your objective if you have a working knowledge of what qualifies as candidate experience. Nevertheless, knowing key components of a candidate’s experience is insufficient. If you want to impress potential new hires with your organisation, you need to use only the best onboarding practises.
