With unemployment figures rising across the globe, companies run the risk of taking their eye off the ball when it comes to paying attention to the experience that people who are looking at, or indeed applying to opportunities and engaging with businesses.
Even if you’re not actively recruiting at the moment you need to focus on candidates whether they are active or passive. A proactive approach to candidate experience in the current climate will pay dividends down the line.
We take a look at three areas all businesses should continue to invest in and pay particular thought to regarding candidate experience.
Walk in their shoes
It is a tough time for many people at the moment but if we are working in businesses then we need to understand that many people are either not working or seriously want to consider their career options.
Before you dismiss speculative applications, reject messages on LinkedIn (both direct and from recruiters) or ignore social media messages, take a moment. Many people are not purposely trying to waste your time, they don’t know the ins and outs of your business so appreciate their point of view.
Emphatic approaches and processes will position companies as an employer of choice even more so in the ‘new world’.
Some things never change. If you have “live” roles and people apply, then you simply have to listen and communicate on a regular basis. People want to understand the process from applying to roles all of the way through to interview and offer stage.
Many of these processes have changed, maybe indefinitely, so this is even more important now.
Recruitment is often a process of rejection. People know this but they want to be told. This doesn’t necessarily mean a dissertation on every application, that’s unrealistic, but ignoring is rude.
Have you been transparent? Does your website explain the recruitment process with clear timescales to manage expectations? Do you have email templates to facilitate communication? Could you pre-record videos from hiring managers that updates on applications?
Oh, if you don’t have live roles and there are still some floating about online then you should take them down. There is nothing worse than presenting an opportunity that simply does not exist.
We have spoken previously about interviews moving online but this is only one aspect of the candidate experience where technology plays an important part. We’ve forever heard of clunky ATS (Applicant Tracking Systems) that frustrate applicants.
There is no better time to review the experience of your candidates across all technology touchpoints. Are you using a chatbot on your Facebook page? Have you looked at using AI in the screening stage of recruitment? Is the way you do video interviewing secure enough?
Technology’s role in candidate experience cannot be understated. Choice and accessibility are absolutely essential, so you need to ensure that everything you use (and offer) is fit for purpose.
Here at Franklin Fitch, we speak with businesses and advise them on candidate experience. We have the benefit as recruiters to experience the processes across a wide range of companies and industries. The common theme is that the ones who invest time and effort in CX secure and retain the best talent on the market.
In the current climate, it would be remiss to think that it will be “easy” to pick up talent and bad candidate experience can be damaging in both the short and medium-term.
If you’d like to speak to us about our thoughts on best practice of candidate experience, please get in touch.
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