In the process of recruiting employees, even the smallest details are important, which may impact not only the effectiveness of selecting the right candidate but also building a good reputation. Although entrepreneurs are accustomed to the fact that it is the potential employee who has to make the right impression, they should also take care of high standards related to recruitment.
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At this point it is necessary to bring up a concept that is becoming more and more popular nowadays – the Candidate Experience – let's check what it is and if it is worth bringing to your company.
Candidate Experience is loosely translated as "the candidate's experience", but to elaborate a bit more on this, it is the aggregate of all the experiences a candidate has collected from the recruitment process in which they participated. A potential employee forms an opinion about a company at every stage of contact with it – not only during an interview, but also while reading a job offer, waiting for feedback from a recruiter, or learning about the positive or negative assessment of their CV. Candidate Experience research should be crucial for entrepreneurs because thanks to it, it is possible to improve the quality of the recruitment process and gain many benefits for the company, which we will talk about a little later. Unfortunately, only 50% of employees on the Polish labour market are satisfied with the way they were treated in the recruitment process. Those who are dissatisfied point out, among other things, inadequate communication during the recruitment process, not enough detailed job advertisements or the lack of a response from the recruiter, which they expect even if it is to be negative feedback.
Failure to take sufficient care of the candidate experience can lead to a situation where candidates form a negative opinion not only about the recruitment standards, but also the company itself. When they start to share their disappointment with others, it will adversely affect the reputation and may result, for example, in fewer applications during subsequent employee recruitment processes. And this will significantly reduce the company's chances of finding suitably qualified employees.
Several factors influence the Candidate Experience by building negative or positive candidate experiences. The most important of these include:
By conducting thorough Candidate Experience research and effectively managing your recruitment processes, you will gain numerous benefits. Above all – your company will be well perceived by potential employees and they will be willing to send you their CVs and even swap their current job for the one you offer. With the right recruitment communication, the reputation for good standards will spread and you'll have a better chance of attracting experienced professionals who will drive your business forward. But that's not all. Thanks to good Candidate Experience practices, you will gain knowledge about the recruitment processes in the company, you will get to know the candidate's opinion about your company and you will even learn what this issue looks like in other companies. A potential employee can be a real mine of knowledge, thanks to which you can improve the quality of employee recruitment, as well as improve other aspects of the company's functioning.
The key to improving the Candidate Experience is to invite the candidate to complete a survey on the quality of your company's recruitment process, which will include both closed and open questions. It's a good idea to include questions that address a variety of issues, such as:
Based on such an assessment of the recruitment process, it is possible to gain knowledge that will allow to raise standards and improve the Candidate Experience. However, this is only the beginning of the road to building a positive employee experience. Regardless of the results of the survey, it is worth following good practices in this area and applying solutions that will improve the quality of the recruitment process. These include:
Automation of the recruitment process can also be of significant importance – We recommend in particular the ATS (applicant tracking system), which will allow you to improve the selection of employees and give you the possibility of, for example, answering candidates automatically, which on the one hand ensures an excellent level of communication in recruitment, and on the other hand streamlines the recruiter's activities.