SELECT PERSPECTIVES BLOG

4 Things You Should be Doing to Create A Positive Candidate Experience

Posted by  Rachel Reid

positive candidate experience

Can you think of a time when you were in an unfamiliar airport and had absolutely no idea where to go? How about a time when you were traveling to a new country and trying to communicate with someone who didn't speak your language? I’m sure most of us can think of a similar experience of not knowing where to go, being unable to read the signs, or getting lost. You get the point. Information and clear instruction are important for an overall positive experience (although getting lost while travelling does allow for some good stories). The same can be said for candidates when applying for a new job. 

Why create a positive candidate experience? Your organization could be losing potential employees if good candidates who may be a great fit for your open roles feel lost and have a negative experience during the hiring/recruiting process.

Here are four ways you can help to create a positive candidate experience:

  1. Be Visible to the Right Audience

    First, your job posting should be visible and easy to find for potential candidates. This might seem obvious, but you should also make sure you are visible to the right audience. For example, there are many job boards that market to a particular audience. Find out which sites are best for your ideal applicant and target yourjob posting to find the right candidates. This will help increase the candidate experience by ensuring that your job posting is easily accessible to potential candidates looking for your type of roles.

  2. Be Consistent

    Have a consistent hiring process. People talk, and with information traveling at the speed of light on the internet, you want to ensure that all candidates are being treated equally. Candidates might also post reviews about your company including information about the hiring process. You don’t want someone reading one of these reviews or talking to someone else who applied for the same position to find out the steps were different. Here are four more reasons a consistent hiring process is essential.

  3. Provide A Clear Job Description

    Make sure your job description includes an overview of the position and lists all of the basic qualifications required for the role. The candidate should have a good idea of what the job will entail by reading the description. You don’t need to include every detail about the job, but make sure to include enough information to create a clear picture of the type of role. As a best practice, all of the basic qualification questions included in the application should be included in the job description. You can even take it a step further with Realistic Job Previews

    Related: 5 Reasons to Update Your Job Descriptions Right Now

  4. Communicate, Communicate, and Communicate!

    There are many reasons to create an automated hiring process, but it’s also important that candidates don’t feel like they are just a number. Something as small as sending an email that includes the candidate’s name can make a difference. Other ways to effectively communicate include sending rejection letters in a timely manner, letting the candidate know that the application has been received, and informing the candidate about the next steps in the process. Once candidates arrive for the interview, steps such as providing an introduction to the interview process, telling them what they can expect, and asking if the candidate has any questions can go a long way.

By following these four tips, you can help to create a positive experience for candidates as well as positive outcomes for your organization, such as reduced turnover, better employee engagement, and a stronger candidate pool. 

high volume hiring

Tags:   hiring solution, hiring process, hiring

Rachel Reid

Rachel is a Consulting Associate at Select International. She works with clients in industries such as manufacturing and healthcare helping to implement assessments into the hiring process. Rachel’s areas of knowledge include interviewing, human resource development, and developing training materials.

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