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Six recommended strategies you can try to improve your candidate...

blog author

about 1 year ago

by Aurora

​In today’s candidate-driven market, candidates often have their choice of job offer. From the application process to the job offer, hiccups are sometimes unavoidable, making the candidate experience cycle frustrating. According to ManpowerGroup Employment Outlook Survey 2023, global talent shortages are at an all-time high, with 77% of employers reporting difficulty in filling roles. If you want to attract top talent in this competitive job market, you’ll need to ensure that you provide the kind of engagement and personalised attention that the best candidates truly deserve. How can you improve?

1. Write clear job descriptions

Job descriptions are crucial when it comes to getting good engagement, and candidates want clear and accurate job descriptions and not a shopping list of your requirements. Make sure that your job description is short and digestible and avoid giving a long list of requirements because this will deter candidates from applying. List other essential information, like the benefits, salary range, and company values, but put it in a format that’s easy to read, like bullet points.

2. Make it simple for candidates to apply for jobs

Candidates expect a fast and user-friendly experience when it comes to filling out job applications. Everyone is busy, and most people won’t be willing to spend excess time trying to figure out how to apply for a position that’s packed with complicated processes. While you can focus on job advertisements, you should have a career page that’s easy to find without having to go over the entire site to look for a job. Ensure that you give them clear instructions for the online job application process, as it will also show candidates that you are focused on providing a great experience.

3. Be clear about the hiring process

Speaking of the length of the application process, communicate what the hiring process will be like as soon as possible. Starting a new job can be a significant life change, and a new hire will need to know if they need to relocate, restructure their life, or even give a two-week notice to their employer. This is why candidates will need to know how long the process is. If there are any delays in this hiring process, reach out to the candidate to understand what’s going on.

4. Share the profiles of the interviewer ahead of time

Send an email with a calendar invite to your candidates with as much information as possible about the interview process and the interviewer ahead of time. Details like interview time, the interviewer’s name and position, interview length, specific instructions like a dress code, and even short advice on what they should or shouldn’t do help paint a picture for the candidate and ensure they’re well-prepared.

5. Keep in touch between offer acceptance and onboarding

Once a candidate accepts your offer, it’s easy to fall into the trap that they’re signed, sealed, and delivered. Until the candidate starts their first day with a new company, make sure they’re still having a great candidate experience. Engaging your candidates during this last stage before they join your company can be a great way to build on a positive candidate experience. Keep in touch and update them with any changes or information they may need to know before their first day.

6. Maintain candidate relationship

Bear in mind that a candidate’s experience doesn’t end when you decide not to hire them. Candidates that don’t make the cut for a particular role may be a perfect fit for some other future job openings. Keeping in touch and engaging with high-quality candidates can significantly reduce recruiting and hiring cycles. Always think ahead and build your talent pool for future roles and job openings.


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