In a survey, the social media and recruiting company CareerArc, surveyed 1054 respondents including 616 employers and 438 job seekers. Results showed
a. 61% job seekers visit the company’s online profiles first before applying and this number has steadily been increasing since 2015.
b. 1 out of 3 job seekers had shared at least one negative review of a previous or prospective employee and that 66% of job seekers who have written a negative review are likely to share it across different social media platforms as compared to someone who confides only in a friend or two.
The impression that people get from interacting with your company as a candidate/ prospective employee can have a great impact on your business. The current job market is candidate driven and the Internet has given everyone a ‘Loudspeaker’ of their own. If you want to hear that make the right kind of noise for you, here is what you need to do. But first things first.
So, what is this candidate experience that the recruiting world is going on endlessly about? Candidate experience by definition is the candidate’s overall perception of the company’s recruiting process. The candidate here is not just the Current prospect but also past candidates and potential future candidates. The perceptions will arise from- behaviour, feelings and attitudes, all from the people that he/ she has met with during the recruitment process.
Why should you care about it?
A negative candidate experience will make the candidate reject your offer, he might never again apply for another job at your company and discourage others from doing so as well. Unhappy candidates might even boycott your company’s products.
A positive candidate experience however can help your company reap long term benefits (read bigger and stronger talent pool, improved employer brand) regardless of the fact whether or not the candidate was hired.
How to improve the candidate experience?
- Respond to the candidate: The hiring team should make sure that they close the loop with every person who has applied. Today technology is of great help in this area helping the employers to create standardised responses with an option to personalise it so that the candidates aren’t left hanging in mid-air.
- Job description: It is best to keep the job descriptions easy and jargon free. Try to stay away from stereotypes and use suspicious sounding words like “passionate” or “guru” in the ad. Also understand that a job description with an endless list of must-have qualities is a put off. Make sure you list the must-haves separately from your wishful list so as not to confuse the candidate.
- Educate the candidate: The Cheesecake Factory once in testimonial videos asked its employees to finish the sentence The Cheesecake Factory is a great place to……… They got varied responses ranging from ‘It cares about me’ to ‘cheesecake in my veins’.
Videos are a great way to teach a candidate about the company, the work culture, the department he/ she has applied to or share details about the advertised post. It can also help to demystify the hiring process of your company. They help in educating the job seeker about what to expect during the process.