9 Actionable Steps to Improve The Candidate Experience

Candidate experience is an incredibly important factor in the search for top talent. This is because the experience a candidate has during your hiring process is likely to be their first encounter dealing with your business and will influence their feelings and opinion about your company.

So, a good candidate experience will make candidates feel good about your company after they see how you treat them. A better candidate experience might make them eager to share their good feelings with others, helping build up your reputation.

Creating a positive candidate experience is not just about being polite or courteous. It can have a significant impact on the success of your business:

• According to a study by Talent Board, companies with a positive candidate experience are twice as likely to receive job applications from candidates who have never worked for them before.

• A survey by LinkedIn found that 83% of candidates would be willing to refer a friend to a company that provided a positive candidate experience.

• A report by IBM found that companies with a positive candidate experience have a 3.5% lower cost per hire than companies with a negative candidate experience.

• According to a study by Glassdoor, a negative interview experience can impact a candidate's perception of the company, even if they are offered the job. This can result in decreased employee satisfaction and retention rates.

So, with that in mind, here are actionable steps we think can improve the candidate experience and make a good first impression for potential employees. 

Make your job description clear and accurate‍

One of the most important steps in creating a positive candidate experience is ensuring that your job description is clear and accurate. The job description is the first point of contact that candidates have with your company. It is essential to make sure that it accurately reflects the requirements of the job and the company culture. Vague or unclear job descriptions can be frustrating for candidates and may even deter them from applying.

‍Use language that resonates with your target audience‍

The language you use in your job description can have a significant impact on the type of candidates that apply. If you are targeting a particular audience, it is essential to use language that resonates with them. For example, if you are recruiting for a tech company, using technical jargon may be appropriate. However, if you are recruiting for a customer-facing role, using more accessible language may be more effective.

‍Streamline the application process‍

Long and complicated application forms can be a significant source of frustration for candidates. In fact, according to a survey by CareerArc, 60% of candidates have abandoned a job application because it was too long or too complicated. To improve the candidate experience, it is essential to streamline the application process. This can be achieved by simplifying the application form, reducing the number of questions, and allowing candidates to apply using their social media profiles.

‍Provide regular communication

Lack of communication can be one of the most frustrating aspects of the hiring process for candidates. It is essential to keep candidates informed about their application status, even if it is just to say that their application has been received. Providing regular updates can help to build trust and keep candidates engaged throughout the hiring process.

‍Personalise communication

Personalising communication can help to build trust and make candidates feel valued. Addressing candidates by their first name and including personalised details in your communication can help to create a more personal connection. For example, if a candidate has mentioned a particular skill or experience in their application, referencing this in your communication can help to make them feel that their application has been read and considered.

‍Provide feedback

Providing feedback is an essential part of creating a positive candidate experience. Even if a candidate is not successful in their application, providing feedback can help them to understand why and how they can improve in the future. According to a survey by Talent Board, 64% of candidates who receive negative feedback are likely to apply for another job with the same company in the future.

‍Be transparent

Transparency is essential for building trust with candidates. It is important to be honest and upfront about the job requirements, the company culture, and the hiring process. This can help to avoid any misunderstandings and ensure that candidates have a realistic expectation of what the role entails.

‍Provide a positive interview experience

The interview is one of the most critical stages in the hiring process. Providing a positive interview experience can help to create a lasting impression on candidates. This can be achieved by ensuring that the interviewer is prepared, making candidates feel welcome and comfortable, and providing clear instructions for the interview process. It is also essential to ensure that the interview questions are relevant to the job and that candidates have an opportunity to ask questions.

‍Show appreciation

Showing appreciation to candidates is a great way to create a positive candidate experience. Simple gestures such as thanking them for their time or sending a personalised email can make a big difference. It is also a good idea to provide feedback to candidates after the interview process, even if they are not successful in their application.

Candidate experience is so important in developing a great employer brand and attracting the best talent. While it may require more devoted attention and assessment, make sure you don’t forget these tips. These quick fixes can help ease candidates’ nerves and generate a better candidate experience, helping you to attract top talent. 

Find out how BOOSTA can help you create an exceptional candidate experience. Get in touch with our team today.

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