6 Tips to Improve the Candidate Experience

In today’s competitive talent market (as of April 2024), prioritizing a positive candidate experience is crucial for attracting and retaining top performers. Here’s why it’s more important than ever:

1. Tight Labor Market Demands a Standout Experience

The war for talent continues to rage on. Even companies offering a good candidate experience might struggle to secure acceptances. Those with a poor experience risk falling behind, hindering their ability to achieve business goals due to understaffing.

2. Online Reviews Hold Employers Accountable

The prevalence of career sites and job search tools empowers candidates to share their experiences online. A negative review can damage your employer brand and deter future talent.

3. Candidates Can Be Future Customers

Remember, interviewees can also be potential customers. A bad experience during the application or interview process can translate to lost business opportunities.

Boost Your Candidate Experience with These 6 Tips:

1. Set Clear Expectations from the Start

The unknown can be stressful for job seekers. Clearly communicate the hiring process stages, timelines, and updates throughout their journey. Share a basic roadmap at the beginning and estimated timelines as candidates progress.

2. Keep Communication Consistent

Regular communication is key. Utilize applicant tracking systems (ATS) or tools like MP’s Attract & Hire to send automated updates and templates, even if it’s just to acknowledge receipt of their application.

3. Avoid Instant Rejections

While technology helps screen resumes, avoid immediate rejections. Candidates deserve to feel like they were fairly considered. Implement a delay in sending rejections to foster this perception.

4. Send Personalized Rejection Letters

The hiring process can be lengthy. Take the time to send a polite rejection email, especially for those who have progressed to the interview stage. MP’s Attract & Hire can automate this task. This creates a positive impression and keeps them in mind for future opportunities.

5. Offer Feedback and Guidance

Providing constructive feedback builds trust and encourages future applications or positive word-of-mouth referrals. Offer tips like interview prep resources, specific areas for improvement, or general job search guidance.

6. Rethink Candidate Assessments

Many candidates find lengthy assessments discouraging, especially if they’re unpaid and don’t guarantee an interview. Carefully evaluate if an assessment is truly necessary. If so, administer it only after a candidate has advanced significantly in the process. This increases the likelihood they’ll complete it and demonstrates your commitment to a well-rounded evaluation.

By prioritizing a positive candidate experience, you’ll attract a wider pool of talent, improve your employer brand, and ultimately find the best person for the job.

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