5 Best Practices For The Ultimate Candidate Experience

According to Aptitude Research Partners, nearly 76 percent of decision-makers report that attracting quality candidates is their top challenge.

Presently, candidates demand a more proactive, engaging, and multi-touch approach to truly convert into applicants and, ultimately, great hires. The good news is that you don’t have to look far to find quality. Around 60 million unique users visit Glassdoor monthly, of which 83 percent are actively looking for a new job and will consider better opportunities.

For decades, marketers have used communication with top talents to strike better relationships. Modern recruiters can apply similar lessons to make suitable candidates aware of their organization, engage with employer brands, and have themselves considered for jobs when they are ready to make a career change.

Once onboard, it is your responsibility to nurture the hires as loyal brand advocates and watch them refer more great talent. And this is where the candidate experience comes in.

Here are five best practices you can employ for the ultimate candidate experience.

1| Customize Sourcing Efforts

Around 95 percent of recruiting emails aren’t personalized, and it is easy for candidates to see through generic emails and social media messages. To help your emails stand out, consider adding personalized details like why you are reaching out to each candidate.

You can use technologies like Lever Nurture to plug personalization data into email templates and to automate several follow-up emails for higher response rates. By using tools like Lever, customers report seeing an increase in the average response rate from sourced candidates of nearly 42 percent.

Customizing the candidate experience right from the beginning helps you build relationships with each candidate that engages with your organization.


2| Set Clear Expectations During the Interview Process

According to Jobvite, nearly 43 percent of the employees who left their job within the first 90 days said they left because their job role wasn’t what they expected. For candidate experience to transition into employee experience, companies should try to paint a realistic picture of the job.

A majority of this work should be done right from the beginning of the hiring process—starting with the job description and extending through the interview process. For instance, when recruiting candidates, you could have conversations about frustrations and challenges the role will face with the candidates upfront.


3| Close the Loop with Candidates

If you decide not to move forward with a specific candidate, remember to send a rejection letter to let them know. Failing to do so might damage their perception of your brand, and they might not consider a job with your company in the future.

Eighty percent of job seekers report that they wouldn’t re-apply to a company that didn’t notify them of their application status. Additionally, displeased candidates might write a negative review of your company online and ruin your reputation for all future candidates to see.


4| Bridge the Gap Between Acceptance to Onboarding

There’s often a gap between people signing their offer letters to when they show up for their first day. After all that work, if a candidate is taking time off to travel the world and discover themselves at your company, you should ensure that they find themselves and their careers.

To get them prepared for the first day, email them the information, make digital team introductions, and send them some company vibes. For example, once you hire a new employee, consider sending an email with a GIF of their future team cheering excitedly. You can also have every employee send a welcome email of their own—meaning more GIFs.


5| Onboard Like a Pro

A recent survey found that more than 80 percent of employees who had an excellent onboarding experience hold their organizations in high regard, have higher role clarity and feel strongly committed to their jobs.

To put it short, effective onboarding starts even before the first day, with things like salary negotiation, job offer, and extends through new hire paperwork, training, and benefits elections. Most of these processes can be streamlined through onboarding software solutions which will help you save time for more personal aspects of onboarding.

For instance, the hiring manager or recruiter can provide facility tours, team introductions, executive introductions, and team up with the new hire with a buddy for all the little questions they might have going forward.


Final Thoughts

Recruiting great talent demands both time and money, which is why it’s crucial to build engagement throughout the employee lifecycle. You should keep your candidates involved in the recruitment process, and then you want to retain the talent you have worked so hard to hire.

According to studies, the cost of backfilling a position is six to nine months. The more resources you put into this task, the less time you will have to focus on strategic company growth. So, improve your focus on candidate experience, and thereby you can utilize your limited resources and get ahead of turnover.


If you do not have an HR partner, Tandem HR is happy to help. Fill out the form below or give us a call today at (630) 928-0510.


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