The candidate journey, or the experience that job seekers undergo from before they apply until after they are hired, remains a vital responsibility of a company’s talent acquisition team. According to a CareerArc survey of 1,200 professionals, nearly 60% of candidates have had a poor experience when applying for a job and 72% of those candidates have shared their bad experience online or with someone else directly.
That’s why it’s incredibly important to focus on creating a positive, personalised candidate journey. Doing so, however, is often easier said than done, especially when a company is processing a large volume of prospective employees.
To help you tailor the experience you provide to jobseekers when they apply for an open position, we’ve pulled together a list of simple and effective ways to personalise your hiring process.
1. Ensure the process is candidate-centric.
Mapping out a candidate process means recruiters are more focused on the individual talents of the applicant rather than moving them through the process as if all candidates are one and the same.
Focus on the candidate’s needs and what they can bring to the position, rather than only evaluating them based on what boxes they tick. Doing so creates trust and encourages a new employee to excel.
2. Ask granular questions.
The interview is an opportunity to get to know a candidate, their values, and their experiences. To really get to know them better, craft granular questions that dig deeper than the surface of their resume. Asking analytical, behavioral, cultural, and critical thinking questions can create a meaningful conversation that provides further insights into a candidate’s true potential.
3. Cultivate a positive brand image.
When you treat your candidates with kindness, respect, and positivity, it kicks off a valuable ripple effect. Not only will it extend to other candidates, it will positively impact your customers and current employees. Treating candidates with respect reflects well on your employer brand, promotes retention, and encourages new talent to apply to your organization.
4. Ask for personal stories.
When building your talent network, ask candidates to share personal stories about their individual experiences. This will give you a better understanding of who the candidates are as people and help identify who is a good fit for your company’s culture.
5. Steer the conversation toward future positions.
Even if a candidate is not the right fit for a current position, keep them in the pipeline. If you see potential, take a few extra minutes during their interview to explore the candidate’s other interests and expertise. Let them know that they are valued and you want to find the perfect position for them when the opportunity arises.
6. Encourage the candidate to ask questions.
Because no two candidates are alike, their journey shouldn’t be either. Leave time at the end of the interview to have an open discussion that allows candidates the opportunity to ask specific questions. Let them know that no question is off the table and that you want them to exit the process having as much clarity as possible.
7. Serve the candidate’s specific needs.
Cater to the needs of each individual candidate. This is especially important when it comes to job seekers who have a diverse background or are differently-abled. Ask them what they look for in a work setting and what accommodations you could make to help them feel comfortable and motivated.
8. Encourage the candidate to provide feedback on the interview process.
Research shows 55% of employers think that candidates want a better online application or overall interview process. Throughout the candidate journey, have an open dialogue about how you can improve your hiring process for future opportunities. Because some candidates may be discouraged to give constructive, neutral feedback if they do not get a position, have these conversations during the hiring process rather than at the end of it.
PageUp offers companies a unique way to personalise each step of the hiring process —from an engaging career site, through to candidate interviewing, screening, selection and onboarding. Get a free demo today to see how it all comes together.
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