3 Tips to Improve The Candidate Experience

By Adam Robinson,
July 6, 2012

First things first, if you haven’t joined a #TChat yet you need to drop everything on Wednesday afternoons and come hang out with us on Twitter for awhile. It’s a fantastic way to talk about all things HR and technology! Now to the point of this blog post: on June 20, #TChat was focused on what kind of experience job applicants are having when applying to jobs. What we found as a group was hilarious and scary: it takes candidates an average of 50 clicks to finally get to the point where they submit their resume – not so funny.

Kevin Grossman from Talent Culture sums it up: “It’s ‘customer service’ crystal clear that the more hoops you make prospects jump through, the less likely it is that they’re going to jump.” So let’s give a collective HR amen and leap into 3 ways you can quickly improve your company’s job candidate experience and boost your recognition for job-seekers everywhere.

Apply For Your Own Jobs (and your competitor’s!)

Really want to get the full experience? Navigate your career site and apply to your own jobs. Keep track of your clicks, the information you had to provide, and how user-friendly your platform is. Remember: a lot of times this is your job applicant’s first impression of your company, so think about how you want your company to be featured on this site.

Still want to dig? Try applying for your competitors’ jobs to find out why they get all the good talent. There’s a catch here: don’t go all the way through the application process unless you want to be called out with a phone call (or even worse: Social Media!) Avoid the bad karma and click around until you reach the point of no return.

Spice Up Your Career Site

92% of job applicants who reach a career site don’t apply. How’s that for a scary HR statistic! Dr. John Sullivan from Ere.Net gives 20 reasons why corporate career sites are out-of-dateand offers some good advice on how to spice ’em up. 

He says, “believable stories and compelling reasons why your organization is different'” is key, and come on, those stock photos aren’t fooling anyone. Get your employees together and have them write short blurbs about why working for Company X is great, and snap some REAL pictures! Check out Homescout Realty based in Chicago. They did it right – and on a small budget! 

Acknowledge your Candidates

This should be a huge “DUH!” for anyone working in recruiting and HR, but sadly many times the candidate is ignored through out the application process. Have you heard of the “resume black hole?” Jessica Miller-Merrell with Blogging4Jobs wrote an article titled Candidate Experience: No Love for the Resume Black Hole and she says 1/3 of companies don’t communicate and don’t send out a rejection letter.

She also says, “because of social media’s open nature, this public frustration and lack of communication from companies by job seekers is something companies can no longer afford to ignore.” So don’t get called out on Facebook – take the time to reach out to rejected candidates even if it’s a templated email (you can always personalize it!)

Trust us, improving your candidate experience will not only help your recruiting efforts, it will also increase your company’s exposure: Worth it in our minds! If you made it through this blog and think your company’s application process is already stellar, nominate yourself for The Candidate Experience Awards (nominations end 7/13) to pit your candidate experience against other companies and see how you measure up. Let us know how you did in the comments below!

Once you hire those all-star candidates, learn how to keep them around with our guide to retaining great employees. 

About the Author

Adam co-founded Hireology with the mission to help growing companies make better hiring decisions through data and better technology. Adam is passionate about entrepreneurship, donating time to a number of organizations that support the entrepreneurial cause. Adam completed his undergraduate study at the University of Illinois at Urbana-Champaign, and received his MBA from DePaul University in Chicago, IL.

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