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During the recent economic downturn, employers had the upper hand when it came to recruitment. As the economy has improved, it’s created a talent shortage, shifting the power back to the candidate and making talent acquisition efforts increasingly difficult.
As candidates take back control over their careers, companies must place an even greater emphasis on the candidate experience if they want to win the fierce competition for talent. Here are five tips for optimising your candidate experience:
1. Be where the candidates are
Jobseekers are becoming savvier, conducting extensive research about the company before they even decide to apply. In fact, jobseekers will use 16 different resources on average before applying to a position, according to CareerBuilder research. Some of the most common resources include search engines, job boards and company career sites. Candidates must be able to find information about your company easily when searching, and the information they do find needs to be clear and engaging.
For more information on how the CareerBuilder1 solution can help you optimise your candidate experience:
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2. Make your career site the best view into your organisation
Since your career site will often help candidates form their first impression about your company, its content becomes that much more important. Your site should help the jobseeker answer the following questions: Am I able to find a job based on my skills? Where is the job located? What is it like to work there? Will I be a good fit for the employer? The more information you share, the better it will communicate why your organisation is a great place to work.
3. Make it easy to apply
If candidates run into roadblocks when submitting an application, they’ll seek out a company that makes the process easier. You don’t want to lose out on potentially stellar candidates because they were deterred by your application. To better understand what a jobseeker experiences, put yourself in their shoes and apply for one of your jobs. This will help you determine any pain points and find a solution.
4. Let the candidate apply on their own time
A candidate might be interested in working for your company but a suitable position may not be available. Give them a place, such as a talent network, to leave their virtual business card. When the right job opens up, you can send them dynamic email alerts about the position, re-sparking their interest in your company.
5. Personalise and humanise the experience
Candidates have come to expect some type of response from a company after they apply for a position.
They want to know where they’re at in the process, even after the job has already been filled. Don’t be afraid to be the bearer of bad news, whether that news comes in the form of a phone call or a personalised email. What’s more, it gives you the chance to keep them engaged by letting them know you have their information on file and will be in touch if there’s a better fit down the line.
Author Bio:
Sanja started her career in People Analytics long before Big Data was a buzzword. She is currently leading the EMEA analytics and insights team at CareerBuilder, after leading the US operation for several years. She has expertise in the total talent management process, from talent acquisition, training, and leadership development. Her passions for Human Capital started with a PhD in Industrial and Organisational Psychology, and later lead her to an MBA.
For more information on how the CareerBuilder1 solution can help you optimise your candidate experience:
| Book a Demo Today |
