Does your recruitment workflow emulate the ultimate candidate experience?

Does your recruitment workflow emulate the ultimate candidate experience?
Promoted by Does your recruitment workflow emulate the ultimate candidate experience?

Most recruiters strive for the perfect recruitment process, but does one even exist? The diversity of roles that modern in-house teams recruit for each have specific priorities and requirements. So, is it possible to create the ideal recruitment workflow that suits all?

Essentially, the perfect process should streamline the journey for every stakeholder involved, from candidate to hiring manager, recruiter to HR. However, each recruiting experience typically includes a unique set of circumstances and people. There will be common aspects that are often predictable, and it is because of this that we can get closer to that perfect recruitment workflow.

Step 1 - Recruitment Workflows

It is likely that you might need multiple processes that are defined dependent on the unique requirements of the role/department/level of seniority etc. so map out the stakeholders and roles involved and the responsibility of each – authoriser, approver etc. Make sure everyone knows the importance and purpose of his or her part in the process.

Recruitment workflows dictate precisely where and what you can do to progress candidates and applicants towards filling your vacancies. From pre-screening and review to assessments, interviews, offers and inductions; at each stage having complete control over your recruitment and application workflows is essential for modern recruiting.

The goal is to find the best candidates, in the optimum time frame, through effective recruiting processes.

It is worth mentioning that your recruiting needs are individual to your business so being able to create custom workflows yourself is a boon. However, why be limited to just one workflow? Creating multiple variable workflows will allow you to progress and work various vacancies through bespoke processes – as well as adapt to your ever-changing priorities. Easy huh?

Workflow stages are the individual points of the process that a successful applicant will progress through before eventually being placed. Depending on the complexity of your workflow, you may only require one or two stages for interviewing, whilst more complicated workflow stages will include interview debriefs, preparing offers and maybe even induction.

Within your ATS, check that each workflow can include any number of stages ( you never know when you might need to introduce new checks, additional interviews and so on). Also, can each stage be configured entirely to your way of working, including notifications, hiring manager permissions and user transitions? Together, these combine to ensure you remain in total control of ‘what happens next’ as candidates progress along your recruitment journey.

Step 2 - Stages

The next step is to look at each required stage of your recruitment workflow, starting from pre-application to account for the ‘long list’ of the vacancy of potential applicants against your role.
Group each part of the process by the different stages e.g. multiple application stages / review, reject, proceed so that you are easily able to report by each.

Consider any restrictions that might be required to move candidates to the next stage.

Step 3 - Notifications

Consider different notifications based on the role the candidate is applying for and possibly how they applied. For example, you may wish for internal candidates to receive specific content at certain stages, while candidates submitted via referrals or even vendors can receive tailored content towards the source.

Whether a candidate is successful or not, they will expect to be kept informed. Silence is not good and often prompts a candidate to follow up their application or take themselves out of the process, accepting a position elsewhere with another employer. Whilst feedback to unsuccessful candidates is recommended and best practice, it is not always possible but this shouldn’t stop you sending a direct message to unsuccessful candidates.

Give some thought to the candidate communication that clearly and promptly advises candidates of their application status. For example, thanking them for their application, pointing them to your careers website for future opportunities or signing up to job alerts. Whilst automation is great, any email notifications that are used need to have in mind that we are dealing with real people who might not be right for a role today but could well be next year’s greatest hire.

Small adjustments can make a big difference

Whether you think you already have a perfect recruitment workflow or are looking to make minor changes – have the candidate in mind at all times. Today’s sought-after applicants have a high expectation of prospective employers and are unlikely to hang around if they encounter delays.

Use your ATS and E-Recruitment platform to improve the candidate experience, shorten the application process and optimise your hiring workflow. The more flexible your recruitment workflow for each stakeholder, the better the experience.

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