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Improving Candidate Experience: Part 2

Last week we explored some recruitment process improvements that can help streamline the candidate experience. The impression a candidate has of your company can be influenced by the job description, application process, dealing with internal or external recruitment teams, as well as the interview stage, and every step along the way is an opportunity to present your organization in its best light. As explored recently on LinkedIn, “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 opportunities for improvement, and in part one we looked at the first four. Here are some other factors to consider:

5. Make the application procedure as easy as possible. Don’t ask for duplicate information; if a resume and cover letter can be uploaded as attachments, don’t also require candidates to enter all the same information into a form. Test out your process using a mobile device -- if it doesn’t work easily, change it.

6. Figure out your interview process early in the game. Decide who is going to be screening applications and conducting the interviews. Ensure everyone involved is clear on what type of candidate you’re looking for, so the process is fair. “Craft a set of questions you’ll ask each candidate for a given role to suss out their skills, personality, and qualifications. …Doing so will make it easier to compare candidates and objectively select the best one for your team. (And) try to respect your candidate’s time by keeping interviews to a minimum. A recruiting process that has too many interviews or takes too long is more likely to provide a poor candidate experience.”

7. Communicate Clearly and Consistently. Candidates need to know where they stand, and good communication “helps build positive relationships and maintains candidate engagement throughout your recruitment process. Follow up promptly after your initial interview to maintain interest and include a timeline for next steps. And if you need to push back the timeline for any reason, send a quick note to let your candidates know.

Communication is equally important for candidates who won’t be advancing in your recruiting process. Even if a given candidate wasn’t right for your role, they may be qualified and open for a different role down the line. Following up with a phone call or a considerate, personalized email — especially one with constructive feedback — speaks volumes about your company and creates a better candidate experience.”

8. Provide Detailed Interview Instructions. To give your candidates the best chance, and best impression, more detail is better. Give information about directions by car or transit, which building entrance to use, who to ask for, the names of who they’ll be meeting with, and an approximate timeline. It doesn’t hurt to include information about attire, either. Let candidates know if you’re business casual or more formal.

If you’re meeting virtually, advise what software you’ll be using, as well as an agenda and names of those involved in the interview.

Next week, we’ll have some final thoughts on 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.

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