Creating an exceptional candidate and applicant experience is a key priority at QTI. We continually look for opportunities to optimize the process to ensure we are connecting our customers to the talent they need when they need it most.
With a focus on using technology and personal connection, we have increased efficiency in our processes, enhanced communication, and provided new tools for job seekers to connect with us. Here are two highlights:
- Mobile App: QTI Jobs is a mobile app that provides job seekers with real-time notifications about new positions based on their profile, interests, and location. Candidates can accept and confirm job offers through the app, a key to engaging our increasingly digital workforce.
- QRewards Sweepstakes is an exciting benefit for full-time employees who work 150 hours or more in a month through QTI. These employees will be entered into a drawing for $1000. Learn more about this program and its qualifications. https://www.qtigroup.com/find-a-job/qrewards
In addition to our technology and program enhancements, QTI Recruiters are dedicated to creating an exceptional candidate experience. In the words of Executive Search Director
Karla Morschhauser
, "I wouldn't have it any other way." Recently, we sat down with Karla to get her perspective and wisdom on improving the candidate experience. Here are six tips she shared:
- Know your employee value proposition and share it with candidates. Specifically, have a strong understanding of what your company offers related to pay, benefits, brand, career progression, flexibility offerings, values, and more.
- Write clear job descriptions and postings. Often, job descriptions are more like a novel than a job posting. Yes, there are instances where more details are needed, but in most cases, short scannable content easily viewed on a mobile device is critical to making your job postings stand out.
- Use unbiased language. You might not even realize that the language in your job postings contains biases. Words like competitive, assertive, and dominant tend to be more masculine-focused, whereas terms like concerned, pleasant, and nurturing are more feminine. Instead, consider using neutral descriptions such as exceptional, motivated, and team-focused.
- Don’t ghost your candidates.?Communication is vital to the candidate experience – from start to finish. Let them know you have received their application, provide updates on where they are in the process, and close the loop if you are declining the candidate. Don’t leave them hanging, wondering what happened.
- Act with a sense of urgency. In today’s market, candidates are often considering multiple job opportunities. If you have a long-drawn-out hiring process, you risk losing top candidates to other companies. If a lengthy process can’t be avoided, communicate the next steps and expected timing with the candidate.
- Give the candidate your full attention during the interview. It is easy to get distracted by buzzing phones or email notifications. Silence your devices so you can fully focus on the candidate. If you plan to take notes, let the candidate know so they understand why you are typing away on your laptop or quickly writing notes.
Karla also shares the importance of turning a great candidate experience into a great employee experience. This can start on the employee’s first day by giving them a warm welcome, offering a company tour, introducing them to coworkers, and providing an agenda for training, onboarding, and similar tasks. If possible, you can even add something extra to the day, like a “swag bag”?or welcome lunch.
At QTI, we take to heart the saying, “You only get one chance to make a first impression.” Our goal is to make sure that impression is an exceptional one.
To learn more about The QTI Group and how we can help you with your talent needs, contact us.
