It is a natural tendency that when a candidate attends an interview process, he or she discusses the experience with the family, friends and personal network. While it might sound trivial to many but the brand image reaches out to these people through these candidates. Whether the candidate gets selected or not, in both cases the information passed on by them is an important source of data in terms of company branding. Social media platforms are in high tide in recent times in terms of information gathering. Consequently it has been observed in a study that 70% candidates are put off by the negative comments and experiences which impacts the recruitment process. So in order to boost up the talent sourcing process it is essential to improve candidate experience quotient.
Creating an impression is not restricted to the candidates any more. It has become both ways for the employer as well. For the company the first impression created for the candidate is the job posting that appears on various portals and job boards. While it might sound trivial but the style of writing and information conveyed through the job description in these ads is the first impression created in front of a candidate. A study suggests that 75% applicants apply for a job when they are influenced by the look and feel of the job. The second factor that plays a key role towards candidate experience is the communication channel. A constant interaction with the candidate regarding the selection process build up the trust towards the brand and brings in a lot of transparency to the process. Lastly, the interview process should be streamlined and objectified so that the candidate is not made to sit for hours without any reason.
It is not always about the professionalism attached to the process. The candidate connects more to a brand when there is an interaction which is professional yet special. Be it the interview process or the communication regarding the selection process and extending the employment opportunity, it should be undertaken with utmost care and courtesy. Instead of making the entire recruitment process all about technical stuff, a touch of casualness such as asking about the day or how did the candidate reach the office or whether he or she was able to find the address properly goes a long way in building up appositive candidate experience.
The last but definitely not the least is the feedback system. Taking only initiatives does not help the purpose. Managing a proper feedback system is essential to completely understand the candidate experience scenario. Even if the candidate is not selected, that individual can be approached for a feedback regarding the process with an assurance that his or her profile is present in the talent pool and will be considered for other relevant vacancies. Even small advice on any miss points during the interview can also be conveyed. This builds up the positive candidate experience which goes a long way.