As explored recently on LinkedIn, candidate experience is how a potential candidate “perceives a company’s brand throughout the hiring process — from the job description to the interview process to follow-up communications. Each step provides an opportunity to build stronger candidate relationships and show job seekers why they should want to work at your company. A positive candidate experience can help you convert your top-choice candidates into employees, while a poor candidate experience can cause them to drop out of your hiring process altogether.”
Throughout the recruitment process there are several points where the process can be improved:
Make information about your company easily accessible on your website. Candidates will be looking for clues as to your culture, history, and accomplishments.
Keep your career page updated. Even if the role is too senior to be posted, it’s still important to keep the career page updated with what sets your organization apart, reasons to join your team, and employee profiles.
Be clear and concise when writing the job description, and make sure it’s up to date. Get input from those on the team about what it’s like on a daily basis. If the duties of the role have changed since it was last filled, it’s time to rewrite the job description to better reflect real circumstances.
Use inclusive language in the job description, and avoid using industry jargon. “Job descriptions play a critical role in attracting talent and often serve as a candidate’s first glimpse into your company.” Make sure the job description reflects your company values to attract candidates who will be a good fit.
Next week, we’ll look at more ways to improve candidate experience through the recruitment process. If you need help with your senior finance or C-Suite talent acquisition or retention strategy, get in touch with us. Email Paul, Brent, Troy, or Tara, or give us a call at 519-673-3463 or 416-847-0036.
To find out more about improving the candidate experience, have a look at LinkedIn’s report.