How to Create the Ideal Candidate Experience

November 23, 2016

How to Create the Ideal Candidate Experience

On November 9-10, Paycor hosted its ninth annual HR Web Summit featuring sessions on a variety of topics ranging from the Department of Labor, Form I-9 and EEO-1 Report changes to common trends within the HR industry. The article below provides highlights strategies organizations can use to create a positive candidate experience and retain top talent.

“The candidate experience is the collective result of ALL the interactions you have with candidates in the recruitment marketing and hiring process.” (SmashFly Blog) So think of “candidate experience” as everything that happens, planned and unplanned, from pre-hire to onboarding.

Why does it matter?
Bad press travels fast. CareerArc found that nearly 60% of candidates have had a poor candidate experience, and 72% of those candidates shared that experience online or with someone directly.
It’s a small world. Candidates have a way of showing up down the road as colleagues or even customers.
Some candidates become employees. And if they had bad experiences as a candidate, it’s more likely they’ll be less engaged, which is never good for the customers your organization serves.

What’s the single biggest contributor to a poor candidate experience? Like so much in business and in life, it all comes down to one thing: poor communication. Candidates don’t want to fall into a black hole (really, who does?). Keep them posted on progress. Send thank you messages along the way. Send them directions to the office ahead of the interview and let them know who they’ll be interviewing with. Rule of thumb: job seekers want to know where they stand, so keep them in the loop.

Think your organization might have a problem?
• Discover: Analyze the current state of your candidate’s experience.
• Design: Map the steps a candidate takes through the journey with your organization.
• Develop: With the candidate journey mapped, develop strategies to incorporate feedback from candidates and employees to improve the process.
• Deploy: Take action and implement!
• Debrief: Reflect back on the candidate experience once you clearly understand what it is and what you’re doing to improve it.

Finally, give yourself some time.
If your organization’s candidate experience needs some work, it can take a full year to reach full productivity. Set milestones and goals, stick to the plan, and you will see results.

To listen in to the entire recorded webinar on preparing for the changes, click here and be sure to check out a full list of Paycor’s upcoming Coffee Break webinar topics to stay current on regulations and industry trends.

This content is for educational purposes only and is not intended to serve as legal advice.


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