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How to improve the candidate experience during the hiring process

In recent years, selection and hiring processes have changed, in order to put the candidate and not the company at the center of everything.

Organizations have finally understood that the treatment a person receives in their first contacts with them has a direct influence on what their relationship will be like in the future. Although to get to this point they have first had to suffer the consequences of the job ghosting.

This increasingly widespread phenomenon in which candidates disappear without a trace throughout the selection process, or even when they have already been informed that they have been chosen.

In many cases, applicants disappear because they do not feel well treated throughout the selection. If your experience in this phase has not been good, how is the subsequent employment relationship going to be positive?

For companies, improving candidate treatment is a way to gain efficiency in the selection and hiring processes, but also to contribute to generating a good employer image.

Table of Contents

Candidate Experience as a Cornerstone for Successful Recruitment and Hiring

Companies need to attract talent to their selection processes and retain them throughout it, as well as after hiring. To achieve this, a key aspect is the treatment they provide to applicants and the experience they perceive.

Candidate experience is general impression that a person has throughout the recruiting process. Yes, everything, so you have to take care of everything from the job offer to the different stages that applicants go through.

Furthermore, it must be taken into account that this courteous treatment and good business practices should not end once the contract is made. In fact, The adaptation period of the new employee to the organization is especially delicate, and any malpractice on the part of the entity can lead to the newly hired decision to leave.

New staff members must feel welcome and valued. Therefore, it is necessary to have an onboarding program that is well structured and that serves to strengthen the still weak bond between the company and the employee.

Ultimately, it is about applying good behavioral practices to generate a bond between the parties involved in the employment relationship. This way, the candidate's experience will be positive, even if they are not hired. And it will be even more so if he ends up joining the squad.

Let's look at some of the ways in which we can improve the experience in the hiring process.

Keys to improve satisfaction in the hiring process

In reality, it is not necessary for companies to make big changes. A few small adjustments are usually more than enough to show empathy and concern for new staff members and thus make them feel more comfortable.

To begin with, there is an idea that must be clear to us. After the selection process, the company will choose the most suitable candidate or candidates for the vacancies to be filled. But, at the same time, The selected applicant must choose that entity as their place to work. If you have not felt well treated, you may reject the offered position or, even worse, take it and then decide to resign. To prevent this from happening, we can apply a set of good practices that have proven to be very effective:

Transparent and clear communication

Many people who apply for a vacancy find that they do not get much information about the position and its conditions. Frequently, they are advancing in the selection process and have not been able to resolve basic doubts such as the specific tasks they will have to perform, the schedule or the salary.

The opacity of the company when providing this information never gives good results. It can generate the loss of high value candidates, or cause the discontent of the person who has just been hired, because they find that the job does not really meet their expectations.

The solution is to always provide transparent and clear information throughout the selection process.

The applicant must be informed in as much detail as possible about the vacant position. That is, what tasks and responsibilities are inherent to it, the access requirements, the company's expectations regarding whoever occupies that vacancy and, of course, all the working conditions. This is important because, as we said before, the applicant also has to decide if you are interested in that position or not and, for that, you need more information than what usually appears in job offers.

Along with information about the position and its conditions, the company must also provide clear information about its organizational culture, its mission and its values. This helps candidates evaluate whether that entity fits their own values and is a good place to work.

Facilitate the application and hiring process

A good way to improve the candidate experience is to value their time in the way it deserves.

Just because a person is looking for a job does not mean that they have all the time in the world, because they will surely have other responsibilities. For this reason, applicants get a better image of those entities that have simplified the application process as much as possible to participate in the selection process. As far as possible, You should avoid asking for the same information several times.

This simplification should also be applied with respect to contracting processes. Although at this time the selected applicant has to provide different data and documents, things must be made as easy as possible for them. In fact, the less he has to do, the better.

If a person goes through a selection process and has the feeling that everything has been simple, they will have a better taste in their mouth. Especially if she is not chosen, because she will not have had to make great efforts to finally find that she has been discarded.

Provide constructive feedback

One of the best ways to improve the candidate experience is to provide constructive feedback throughout both the selection process and during hiring. This strengthens the company's image as an employer that values and respects applicants.

Feedback in the selection process

  • After the initial evaluation. It is a good idea to explain clearly and respectfully the reasons that have led the entity to discard a profile after the initial evaluation.
  • During the Interview. The ideal is to recognize the person's achievements and relevant skills during the conversation, also highlighting the areas in which potential for improvement has been detected.

Feedback in the hiring process

  • After making the job offer. Once the job is offered to the chosen candidate, information must be provided to help them know why they have been selected. This will make you feel valued from the beginning.
  • During the integration process. In the phase of adaptation to the job, it is normal for the employee to feel insecure and, therefore, it is especially important to provide feedback on performance and adaptation.
  • Feedback surveys. Once the employee is fully integrated into the workforce, they may be asked to provide feedback on how they value the treatment they have received from the company. This information is especially useful to design even more effective selection and adaptation processes.

Offer a positive integration experience

In order to retain talent, the company must be able to bring about a feeling of loyalty in their employees. This is achieved with time and good practices, but it is never too early to start working on this issue.

If you want to improve the experience of new employees, it is essential to have a integration plan that is customized. It may be a good idea to provide a schedule of the activities scheduled for the first few days before the worker starts his or her new position. This will help you calm your nerves and know what to expect. 

The first day of work is usually marked by the signing of the contract and the introduction of colleagues. So that this is not cold, it is a good option organize a warm and personalized welcome. Making introductions more informally and assigning a tutor or partner to accompany the new employee in their first days.

What cannot be missing in this phase is the establishment of clear and achievable goals for the first weeks of work, and feedback. As well as the integration of the new employee into projects and work teams from day one.

Offering a good candidate experience and a positive integration experience helps reinforce the company's employer image and create strong ties with new employees. In short, it is a great strategy to attract and retain talent.

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