The aid sector often attracts extraordinary candidates who are eager to make the world a better place to be. But sometimes, the talent that can make this change happen has to get through a bureaucratic recruitment machine, often relying on protocols, papers, and merit review committees. Thus, hiring organizations often face the dilemma of attracting top talent while remaining compliant with sometimes burdensome internal procedures. How can they mitigate these to ensure the best candidate experience in order to keep the talent in their teams?
There is no doubt that the first step that organizations in the development sector should make is the effort to keep candidates up-to-date in terms of the progress of their applications. The interview process and any follow-up should also always be communicated. Transparent communication shows an appreciation for candidates’ time and effort while also fostering trust.
One of the most common mistakes that firms make is failing to focus on candidate experience during the recruitment procedure. This is because some companies are solely concerned with what they require from the process, which is to recruit someone to perform a job function.
What is candidate experience in recruitment?
The candidate experience can be characterized as the perception a candidate has of a company following the recruitment procedure. Whether positive or negative, these ‘feelings’ will affect the applicant’s decision if a position is offered.
Why is candidate experience important?
The candidate experience can have a direct impact on an organization’s image, and employee referrals as well as future hires. In addition, it can also impact the view of and satisfaction with the organization as a whole.
People who have good candidate experiences may be more likely to promote the business by discussing the company and brand in a good light, thus enhancing the company’s reputation.
However, a poor candidate experience can negatively impact a company’s reputation, leading to candidates losing respect for both the employer and the brand.
‘Ghosted’ candidates – a recruiter’s nightmare
What is most common complaint among candidates regarding the hiring process? The answer is simple – when the applicant is ‘ghosted’ which means that the organization does not bother to provide any response. It is more than likely that candidates would not be willing to apply for a job at an organization they previously had a bad experience with or be willing to share any positive thoughts about. Furthermore, these people are likely to advise their peers not to apply, not to mention the possible negative feedback on social media regarding any vacancy announcements by the organization.
What makes for a positive candidate experience?
How can an organization be sure that its HR practices provide the appropriate candidate experience? These components are an excellent reference for cross-checking:
- A transparent, accessible recruitment procedure that respects each applicant
- Periodic updates, and quick responses to questions
- Clearly stated timelines, requirements, and hiring procedure
- An intuitive and efficient application procedure
- Tailored communications and feedback
- Constructive criticism that helps the applicant to understand their areas of strength as well as development needs
- Recognizing and taking into account the viewpoint and requirements of the candidate
- Regularly evaluated and improved hiring process based on feedback provided by candidates
- Treating candidates with respect and appreciation at all times.
How to improve candidate experience in recruitment
In today’s competitive job market, organizations have to focus on the hiring process and concentrate on giving candidates a seamless and engaging experience if they want to attract and retain top talent. Here are some of the best ways to improve candidate experience:
1. Make sure you are recruiting to fill an actual demand
Before inviting applicants to apply, make sure to:
- Conduct a skills gap study to establish your exact needs
- Devise a job title in collaboration with the hiring manager
- Provide a clear job specification
2. Simplify the job application process for candidates
- Make sure people can find your career website/page without any difficulties
- Clearly state the requirements
- Where feasible, simplify the application process on LinkedIn
- Send a confirmation message after receiving the application
- Finally, provide prompt follow-up
3. Any delays should be communicated
Both the employer and the candidate may become frustrated with a lack of updates. Make sure to keep the applicant informed to let them know that you’re still working on the process.
4. Remember the important details
A bad candidate experience can result from inaccurately reported information about wage expectations or the employment start date. Furthermore, it would be unprofessional to ask the person for the same piece of information several times.
5. Indicate what applicants can expect at each stage of recruitment
Having clear expectations means applicants won’t be left in the dark. It’s important to have clearly defined steps for each stage to provide a great candidate experience.
6. Stay in touch between accepting the offer and onboarding
After being accepted, most candidates encounter a silence that can be unsettling and cause them to question their decision. Maintain contact with them and offer any updates they might require.
7. Be receptive to receiving and providing comments
Due to concerns linked to legal repercussions, many businesses are reluctant to provide feedback to unsuccessful applicants but if this is done thoughtfully, these concerns can be alleviated.
Candidates can then use this information to better manage their job search and determine whether they want to pursue other job prospects. It also makes sense to solicit feedback from applicants by, for instance, using a survey.
See also: New creative recruitment methods can improve hiring
DevelopmentAid Recruitment Solutions (DRS) knows what a client-focused approach is, having over 15 years of experience effectively recruiting talent in the development and humanitarian sectors. Our recruitment strategies take into account the client’s culture, vision, mission, and available budget. In this way, we know how to provide the best candidate experience for the personnel you are hoping to employ.
Contact DRS and benefit from professional recruitment assistance that will ultimately have a beneficial effect on your business.
DRS works fast, generating a shortlist of qualified, available, and interested applicants. We have a huge selection of customized services that can meet any requirement or budget.
Final word
To grasp the concept of candidate experience, consider comparing it to customer service which involves a company’s representatives being responsible for ensuring client satisfaction. In recruitment, candidates play the role of the consumer and employers play the role of customer service representatives. The more positive experience an applicant has, the better the organization’s reputation will be.
