Some business owners believe a better candidate experience matters only to jobseekers. They may also think additional interview rounds are the best way to reduce the risk of hiring fake candidates. As a result, they often deter top specialists who could make their products and services competitive.
On the contrary, companies that mind perceptions and feelings a jobseeker has throughout the hiring process, gather great teams and save costs in the long run. Want to be among those industry leaders? Keep reading this article as we are to expand on why and how to improve candidate experience.
How Positive Candidate Experience Can Optimize Hiring Costs
It strengthens an HR brand. About 70% of jobseekers share their negative experience online with others. Yet, candidates who have a good experience are more likely to speak positively about your organization, even if they do not get hired. This organic promotion reduces reliance on costly advertising methods and attracts higher-quality candidates.
It reduces candidate drop-off rates. When candidates feel respected and valued, they are more likely to remain engaged throughout the hiring journey. There will be no need for backup candidates, and time-to-hire will be shorter by as much as 25% on average. Faster hiring translates to lower costs related to prolonged vacancies.
It fastens onboarding integration. Clear communication about job expectations and company culture during the interview process sets up new hires for success from day one, reducing ramp-up time and increasing productivity. This efficiency not allows hiring teams to focus on other strategic initiatives sooner.
Want Successful Hires? Standardize Your Hiring Process
One of the ways to improve candidate experience is to standardize the hiring processes. It eliminates delays and inefficiencies, allowing businesses to fill positions faster and candidates to get detailed and on-time feedback.
To standardize your hiring process, you’ll need to rethink its every step.
- Define clear job descriptions. It should clearly outline the responsibilities, required skills, and qualifications necessary for the role. A well-defined job description is necessary for candidates to self-assess their fit for the position. Thus, you will get fewer mismatched applications.
- Consider journey mapping. By visualizing the entire journey a candidate takes — from discovering a job opening to onboarding — you can identify pain points, streamline operations, and enhance overall satisfaction.
- Conduct structured interviews. This means asking all candidates the same set of questions, making it easier to compare them fairly. This method reduces bias and improves consistency in evaluating responses. Additionally, it helps interviewers focus on relevant skills and experiences rather than personal biases.
- Utilize technology for screening. Nowadays, it’s hard to imagine how to improve candidate experience without Applicant Tracking Systems (ATS) and AI. An ATS can filter resumes based on certain criteria, and AI tools can better assess candidate qualifications. These technologies save time and reduce human errors in screening.
- Enhance communication. Effective communication is vital throughout the hiring process. Candidates should receive timely updates regarding their application status, interview schedules, and feedback after interviews. This transparency reduces anxiety and builds trust with tech candidates, who value clear communication.
- Train interviewers. Investing in interviewer training helps all team members learn best practices for evaluating candidates, including topics like unconscious bias, effective questioning, and creating a welcoming environment.
Want to Identify Fake Candidates? Make It Wisely
As businesses strive to improve candidate experience, they must also be vigilant about identifying fake candidates — applicants who misrepresent their qualifications or experiences during the hiring process. The rise of remote hiring has made it easier for these impostors to infiltrate recruitment pipelines.
Fake candidates can waste significant time and resources during the hiring process. According to a survey by Checkster, 77.6% of respondents admitted to misrepresenting themselves during job applications. This alarming trend necessitates robust strategies for detection, and all of them can be implemented without making the hiring process too complex for a candidate.
- Verify Credentials. Always perform detailed background checks to verify education and work history.
- Look for Red Flags. Be cautious of resumes with excessive embellishments or inconsistencies in employment history.
- Utilize Skills Assessments. Implement technical assessments or practical tests relevant to the position to gauge actual abilities rather than relying solely on resumes.
As you can see, it’s possible to mitigate risks associated with fake candidates while working on a better candidate experience.
Beyond Standardization: 9 Ways to Improve Candidate Experience
While standardization is essential, creating a positive candidate experience goes beyond just processes. If you wonder how to improve candidate experience, it would be nice to know that everything starts with establishing genuine connections with applicants. Fortunately, we have prepared a couple of tips to do that.
- Personalize interactions. Personalized communication helps candidates feel appreciated. Use their names in emails and give specific feedback when you can. This attention to detail improves how they view your organization.
- Showcase company culture. Use your website and social media platforms to highlight employee testimonials, team events, and workplace initiatives that reflect your values.
- Gather feedback. After completing the hiring process — whether successful or not — seek feedback from candidates about their experience. This information can help you bring your recruitment strategy to the next level.
- Promote inclusivity. An inclusive hiring process makes sure all candidates feel welcome, no matter their backgrounds or identities. Implementing blind recruitment practices can help reduce bias in initial screenings and interviews.
- Engage new hires with the team early. Involve potential teammates in interviews or assessments, giving candidates a chance to meet future coworkers. If it’s a tech project, create peer interviews where candidates meet other developers, allowing them to gauge team dynamics and culture.
- Showcase tech stack and project if you hire tech specialists. Tech candidates want to know if they’ll be working with modern technologies and engaging in meaningful projects. This makes the role more attractive.
- Highlight growth opportunities. Discuss mentorship programs, training opportunities, and how the company supports continued education (e.g., certifications, conferences).
- Provide flexible working hours and the option to work remotely. Clearly state remote work policies during the hiring process and highlight how the company supports work-life balance.
- Use communication channels that your candidates are familiar with to be on the same page with potential hires.
All the ways to improve candidate experience we’ve discussed above? As well as standardizing hiring process, streamline operations for hiring teams. Thus, they result in better hiring decisions.