The candidate experience has been a hot topic in HR for years now, and rightfully so. Unemployment numbers are at their lowest in a generation and companies are trying everything they can to attract interested candidates. Unfortunately, not all recruiting tactics are made equal.
When you’re striving to attract the best talent possible, uninspiring job posts, lackluster websites, and tedious processes lead to negative experiences, which only do you harm. In fact, 69% of candidates surveyed by Talentergy’s 2019 Candidate Experience Report stated a negative experience would cause them to either rarely or never reapply again the in future.
Clearly, the candidate experience is crucial in determining your hiring success, but how can you optimize yours for the better?
Here are three simple ways to improve your candidate experience today:
According to Career Builder’s 2017 Candidate Experience Study, 45% of respondents stated that they view employer career sites as an indication of what it is like to actually work at the organization. This finding alone shows exactly why investing in your career site is absolutely vital, but how do you start?
First, take a look at your own webpage through the eyes of a candidate and perform a self-assessment. If your career site seems a bit bland or generic, try revising it to showcase your employer brand and reflect your organization’s values and employee successes.
If you feel it’s lacking aesthetically, focus on modernizing your career site to grab applicant attention. Consider embedding content such as imagery and videos detailing your company culture, or showcasing a typical day-in-the-life for personnel.
If recruitment priorities are really high, you can take this one step further and focus on creating personalized landing pages tailored towards specific hiring audiences, such as recent college graduates, ensuring your content engages and resonates with your ideal candidates.
Finally, be sure to implement a data-driven analytics platform on the backend, so you can clearly understand what’s working and what’s not.
One of the largest frustrations job seekers express relates to employer-candidate communication. Candidates don’t appreciate generic statements, undefined expectations, and feeling left in the dark.
As a starting point, consider rewriting candidate-facing emails to sound friendlier and more natural, while maintaining a level of professionalism. If you’re in need of specific examples, you can reference our blog post, “4 Rules of Dating Applied to Your Email Recruiting Campaign”.
Once that’s done, automate these messages to lessen the workload on recruiters and ensure they’re consistently and promptly received. A simple adjustment like this makes your staffing team appear more accessible to applicants and guarantees they won’t resent you due to radio silence.
Furthermore, most candidates are also inquisitive and often require information beyond what’s provided on your website. In this case, emails alone won’t suffice and implementing a digital assistant can quickly help address specific questions from applicants, saving your recruiting team precious time.
It’s no surprise that candidates are always ready and willing to work. When it comes to time to apply, however, the cumbersome nature of most application processes can be so discouraging that applicants stop before they even begin.
The reason why is simple: most online applications contain a plethora of required fields and long lists of questions, which can be daunting and incredibly time consuming for candidates. Luckily, many applicant tracking systems can populate those common fields automatically through resume submissions, so candidates aren’t forced to regurgitate that information once more. That said, it’s good to review your pre-screening questionnaires and ensure that all of them are absolutely necessary.
If you’re really focused on reducing candidate drop-off, you can also consider using a solution that lets you eliminate the tedious account creation process altogether, creating one less obstacle and headache for your candidates.
Learn More About Oracle Recruiting Cloud
The candidate experience is something that’s important to get right, and focusing on these three areas should ensure you’re not losing out on top talent. For more information on optimizing the candidate experience and how we can help, take a look at Oracle Recruiting Cloud’s Candidate Experience Demonstration or oracle.com/HCM.