According to Korn Ferry study, the global human talent shortage will increase to around 85 million by 2030. This highlights the severe competition for talent and the need to improve candidate experience. After all, providing a good candidate experience goes hand in hand with creating a great employer brand. Companies must evaluate their recruitment procedures to satisfy the needs of the applicants. In our humble opinion, a positive candidate experience can be derived from using:
- A Consistent Point of Contact:
Interviews can be a confusing and stressful experience. Having the same person guiding the applicant through the entirety of the hiring process will certainly improve candidate comfort and engagement.
- Proactive Onboarding:
The first days are usually very exciting and disorienting for the employees. Orientations and peer support programs can provide role clarity and social integration desperately desired by the new hires.
- Informal interviews:
Interviewing people in a more casual setting or over coffee chats can help remove the applicant’s anxiety and stress.
- Effective communication:
Often recruiters fail to fill the vacancies due to ineffective communication. Employers need to share the complete outline of the hiring process as well as address any queries related to the job description. Prompt responses at each stage will make candidates feel more valued.
- Constructive feedback:
Many applicants complain about never hearing back from the recruiters. By providing feedback, companies can avoid losing out on unsuccessful candidates who might be a good fit for a different vacancy in the future. The situation could also be improved if only the recruiter pays more heed to manage candidates in a more meaningful environment – i.e. by sending them constructive feedback that contains a list of the applicant’s shortcomings, strengths, and useful information/courses.
A lot of times, reasons like technical skills gap became an excuse to shrug off candidates. However, by following these steps, there is a possibility the gap between the recruiter and the candidate be filled, enriched with a more meaningful relationship.