Improving Candidate Experience Should Be Your Top Priority
Anete Vesere, May 12th 2022

In the midst of the great resignation 2.0 , the war for talent and many companies being slow (and not so eager) to adapt to hybrid and remote working conditions - a candidate-driven market is something that can often prove to be quite challenging - I know it, you know it, everybody knows it. The competition for talent is more intense than ever, because everyone is going after the same talent.  

Long story short - the days when you were in the power position of choosing who to hire have ended, now candidates have the upper hand and are the ones choosing where they want to work. 

That is exactly why candidate experience now is more important than ever before. 

In this blog, you will find out about the 4 things candidates dislike the most during the job application process & 3 different dimensions of candidate experience you should be paying attention to that will take your candidate experience to the next level! ;)

4 things candidates hate most about traditional job applications 👎

The very first moment where you can make it or break is not after the candidate applied; it’s at the point where your candidates start their application. 

These are the four things candidates dislike the most about traditional job applications :

  1. Not receiving any feedback after completing the application, let’s be honest - there is nothing worse than being ghosted. 52% of candidates would prefer receiving feedback, regardless of whether the candidate got hired or not.

  2. Perceiving the application process as not transparent or fair - everyone deserves the truth and an equal opportunity.

  3. Nerve wracking, boring assessments. Looking for a job is already stressful as is, so why would you make it even more stressful than you need to??

  4. Long application processes. In fact, 9 out of 10 candidates drop out because the application process is “too lengthy or complicated”.

Be an employer who gives something in return

Companies that take the time to develop a positive candidate hiring experience report a 70% improvement in the quality of hires! 

That’s exactly why ensuring a great candidate experience should start at the very first stages of the recruitment process and should be important to maintain all throughout the process,from attracting, sourcing, recruiting, interviewing, hiring and eventually onboarding new employees. 

But how can you do this? 

The 3 dimensions of candidate experience

To ensure a positive perception of the candidates of your employer brand, it is first important to become familiar with the 3 most important dimensions of candidate experience - comfort, respect & speed.

Dimension 1: Comfort 

This dimension of candidate experience is all about the extent to which the candidate experiences the various stages of the hiring process as comfortable and pleasant. 

To assess whether the candidate experience is pleasant and comfortable, for every hiring stage as well as your overall hiring process you should ask yourself the following questions:

  • How easy/comfortable will it be for our candidates to (i) apply to our jobs and (ii) to complete the entire hiring process? In other words: Do we have an easy-to-understand and easy-to-walk-through hiring process?

  • Is our hiring process a fair reflection of our company (culture)? I.e. do we offer an innovative experience and do we show our ability to act quickly?

Dimension 2: Respect

Respect, is all about the candidate's feelings and perception. In practice candidates get frustrated about three different topics that are connected to feeling like you've been treated with respect: transparency, communication and privacy. 

If you want to assess whether your hiring process is built on the basis of respect towards candidates, for every hiring stage as well as your overall hiring process you should ask

yourself the following questions:

  • How would you rate your company's communication to (rejected) candidates if you were a candidate yourself? Are you giving your candidates something back in return? (Here’s how to reject candidates without burning bridges)

  • How would you experience a typical interview at your company if you would be sitting at the other side of the table? (i.e. questions asked, (in)formality, etc.)

Dimension 3: Speed

Speed, focuses the candidate's perception of the speed, lead time and response time of the employer through the entire hiring process. The risk you are taking in this case as an employer is that your top-quality candidate walks to your competitor. And trust me, you don’t want that to happen in a candidate-driven market. Because, let me remind you, it is the candidates that have all the power to choose where they want to work.

If you want to ensure that your hiring process is fast & efficient in terms of communication with your candidates, for every hiring stage as well as your overall hiring process you should ask yourself the following questions:

  • How would I feel about our average lead time for a position if I were the candidate here instead of the employer?

  • Which tasks raise the intensity of our process and what can we do to make these tasks less intensive to decrease lead times?

Candidate Experience is the reason why we started Equalture in the first place..

Finding your first job and even more so switching jobs has an enormous impact on your life. After all, we're spending most hours on work every week. And that also makes applying for a job oftentimes a stressful experience. 

I've never heard any of my friends say: 'Wow, this job application was so fun!”. Instead, most of the time I just hear people complaining about it, and on top of that mentioning that they always feel stressed when applying for jobs.

'I really had fun applying for this job!''

At Equalture, we're on a mission to ensure that every single candidate is treated the exact same way when applying for a job. And while ensuring these equal opportunities, we want candidates to have a joyful experience that makes them remember you as a company - through game-based assessments.

Don’t take my word for it - check out our Candidate Experience (CX) Report & see for yourself! ;)

And just in case you’re ready to revolutionize your candidate experience - you know where to find us! 

 

Cheers, Anete.

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