Article: To win the best talent, start with a positive job candidate experience

#PMTAC

To win the best talent, start with a positive job candidate experience

Paul Wolfe, SVP of Human Resources, Indeed, shares his insights on how HR leaders can ensure that a candidate has a positive experience through out the recruitment process.
To win the best talent, start with a positive job candidate experience

In today’s candidate-driven hiring environment, job seekers have many options. That’s why providing a positive interview experience is gaining recognition among employers as a prerequisite for attracting top talent. In my experience, it is an essential recruiting tool.

A positive experience during the interview process not only impresses the candidate, but also helps build a pipeline of quality applicants as others hear about it. This increases the company’s competitiveness and boosts the overall quality of the firm’s job applicant pool. On the flip side, a negative experience can diminish the likelihood that a job offer is accepted and also may deter other applicants.

Here are five ways employers can improve the candidate experience and increase the chances of winning the best talent:

  • Practice consistent communication – We hear from job seekers about communication “black holes” that can develop during the recruitment/interview process. To ensure that doesn’t happen, maintain a constant stream of communication with job candidates to ensure they are as informed as possible during each step of the interview process.

  • Personalize your communications – Personalize outreach to each candidate, rather than sending automated messages to all candidates.

  • Streamline the application process – Keep the process as simple and fast as possible. If applying for a job is easy for job seekers, we find applicant conversion rates increase.

  • Be open to receiving (and giving) feedback – Candidates appreciate receiving specific information about their application, especially if they have advanced through the final stages of the hiring process. Indeed uses candidate surveys to ask about the candidate experience, communication, and whether they would recommend our firm to someone else based on their experience.

  • Inform candidates of decisions in a timely way – If you are no longer considering a candidate for an open position, tell them as soon as you can and provide specific feedback about why they were not right for this job. 

The interview process serves as a candidate’s first impression of your company, and can make all the difference whether they decide to accept a job offer or not. Employers should consider adopting an application and interview process that is personalized, streamlined, and transparent to ensure they remain competitive in today’s hiring market.

Know more about what's next in TA at the People Matters Talent Acquisition Conference 2019 on 29th May at Mumbai. Click here to register.

Topics: PMTAC, Talent Acquisition

Did you find this story helpful?

Author

QUICK POLL

Are organizations doing enough to bridge the skills gap?

On News Stands Now
q_auto,f_auto/v1557379748/mag-may-2019.png

Subscribe now to the All New People Matters in both Print and Digital for 3 years.

Amid this new business imperative called EX, organizations are increasingly directing their focus on enhancing not only the professional prospects of their workforce but also their employees’ cumulative professional experience and creating that 'aha' moments. In this issue, we take a look at the right mix of physical, digital and emotional experiences that can help organizations elevate the employee experience, and more importantly the roadblocks that organizations face to create a home-away-home.

Subscribe
And Save 59%

Subscribe now