Candidate experience is something that 99.9% of all organisations are bad at. When did you last consider the experience you are giving candidates who are involved in your recruitment process in the same way as the customers you want to spend money with your organisation?
The investment you make in your Brand is not just about providing your paying customers with an outstanding experience of your company but really all that you come into contact with and that should certainly include candidates.
Word of mouth is a very powerful marketing medium and as Headhunters we know only too well how passive candidates work and seek approval from their network about potential employers, A negative Employer Brand can be very damaging and could certainly provide a huge barrier to you luring the high calibre you need to deliver your business vision.
Employers are turning to data, analytics and new technology to improve their recruitment process. In our opinion, to attract the best candidates you need to stop looking at things from your perspective and step into theirs. Something we ought to value highly, Candidate Experience, is often overlooked. Let me explain why. The talent acquisition process needs to change. The use of applicant tracking systems (ATS) needs to change. As does the way we use career sites. Companies need platforms that can automate candidate interactions based on their historical actions – specific visits to career sites, consumption of particular content and the context of their previous searches. To do this, we must contextualise the candidate experience.