Do you realize that everyone you interview is eventually going to talk about your interview process?

 “83% of talent say that negative experiences can change their mind about a position.” – LinkedIn

It can be a daunting task for a candidate to find the right recruiter. Imagine a candidate is searching for a job online. They read the job requirements and send in their resume—and then wait. What if they don’t hear back from anyone? It’s like the resume entered a black hole…

…until a recruiter comes into the picture and validates the candidates’ resume. Something as simple as this can reflect in the overall candidate experience.

But let’s rewind a bit.

The current job market is 90% candidate-driven. The candidate experience gives candidates an idea about the company’s recruiting process, and greatly contributes to the employer’s brand. When a candidate is actively looking for a job opening and finds your hiring process smooth and efficient, they’re more likely to accept your job offer. So providing a great candidate experience should be any recruiter’s priority.

There’s really no set time for a recruiter to contact applicants after receiving their resume. Some organizations respond right away, but others take several weeks to evaluate the application, depending on the scale of recruitment they’re looking for. In moments like these automated screening comes in handy—recruiters can look for certain keywords and competencies in resumes while fine-tuning the candidate search.

 Because a positive candidate experience is synonymous with good employer branding, we’ve put together a few takeaways to help you improve yours:

1. Define what you’re looking for.

Write a job description for potential candidates, not hiring managers. Nothing puts a candidate off more than being vague. It often starts with a job description that’s unclear about the roles and responsibilities of the job seeker. According to a study, 69% of job seekers want to know about the position’s responsibilities when reaching out.

Provide regular updates to candidates and let them know where they are in the recruitment process. Either by a tracking software or simply by increasing touch points. In a study of 183,000 candidates, only 4% of them say they were given a link to check their status after applying—you want to be in that 4%.

Ensure that you’re job postings have a compelling message, a consistent and solid opening to generate interest, unique selling points, and a call to action.

 2. Mobile recruiting

Candidates aren’t using phones to apply for jobs, but to find them. Mobile recruiting leverages two major points—to perform recruiting actions using the mobile device, and to engage candidates using technology. According to UndercoverRecruiter, 89% of job seekers think mobile devices play a crucial role in the job hunting process.

However, most candidates aren’t actually using their phones or tablets to apply for jobs. Many candidates perform their initial research on their phones and then switch to computers to complete the job application.

To bridge this gap, make sure that your job listings are mobile-friendly and build a smart mobile application for candidates to apply for jobs.

Mobile recruiting is not just the future, it’s also the present. Enabling mobile recruiting to improve candidate experience will help you stay ahead in the game.

 3. Impact on social media 

Word-of-mouth marketing is an extremely powerful marketing tool. When a candidate is kept waiting in the office lobby, there’s a high chance they’re going to tell people about it. If you’re lucky, they may vent out to a friend—if not, chances are that they may end up posting a negative review about your company on review sites.

A majority of job seekers read at least six reviews before forming an opinion of a company, and candidates share their negative experience on social media 34% of the time. A few missteps could hurt your organization’s reputation, and it can be difficult to reverse this damage.

On the other hand, candidates share their positive experiences on social media 51% of the time. So a bad experience can cost your company on a large scale, but you can turn that perception quickly by taking immediate steps to rectify the situation.

 4. Don’t assume, educate.

Employee reviews about their companies provide incredible value to candidates. Incorporating this authentic employee content on your career site can benefit both you and the candidate.

Employee testimonials are considered important by 36% of job searchers. “Candidates no longer want to go directly to the source to discover information about the company and the job,” says a recent report. They want to hear from existing employees and peers.

The overall interview process is undergoing a constant change, and it is essential to provide a competitive advantage. Having a high employer brand awareness means that your company is widely known, and this can be utilized to lure new talent.

5. Respect candidate time

Always keep the candidate informed about their progress. Forty-seven percent of candidates said they had to wait for more than two months to hear back from the hiring managers.

Leaving job seekers in the dark creates a very poor candidate experience. 80% of candidates say they wouldn’t reapply to a company if they didn’t hear back on their application status the first time.

Acknowledging the time and effort candidates put into their interview process is very critical. Small gestures like a “thank you” text, or a quick chat over coffee would assure them and guide them to make better career decisions.

Create email templates to send acceptance letters, or status update notifications after every round, reminders for their next interview schedule and more can go a long way in earning much more goodwill.

Switching to an applicant tracking system can make this process more organized and efficient for you. They can save you time and ensure that candidates stay informed throughout the recruitment process.

Final Thoughts!

Job seekers are investing more time than ever in researching about job openings. Providing a positive and memorable candidate experience should be a priority because they can have a significant impact on your employer brand—and as potential employees they can also affect company culture. So investing in positive candidate experience is more than worth the effort.

Happy Recruiting!