4 Signs You Need to Improve Your Candidate Experience
Delivering a positive candidate experience is vital; not only can a bad experience prevent a candidate from applying for any of your vacancies, it can also create a negative impression of your business.
However, measuring the effectiveness of your candidate experience can be tricky – so, how do you know when it’s time to take action and improve how you’re treating your applicants?
Webrecruit has compiled a list of our top four warning signs to look out for; if any of these sound familiar, you might need to make some changes to your recruitment process.
1. You’re bombarded with calls and emails from candidates chasing updates
Do you feel like you’re constantly fielding queries from candidates who’ve applied for vacancies that you filled weeks and weeks ago?
Keeping candidates updated on the status of their applications is vital; if someone has taken the time to submit a job application, you should take the time to acknowledge and respond to it, even if it’s a simple email telling the applicant they’ve been unsuccessful. Not responding to applications can seriously harm a candidate’s perception of your business.
Responding to unsuccessful candidates might take up time in the short-term, however think of all the time it will save you answering calls and responding to queries via email.
Tip: We understand that you’re busy – so if you find it difficult to keep on top of your applications and update candidates, it’s worth investing in some recruitment software that can send out automated emails with the click of a button (Find out more about Webrecruit’s Fusion).
2. Candidates keep dropping out of your application process
If you notice that your careers site receives plenty of traffic but you’re not getting many applications, there’s a good chance that there’s something during the application process that’s deterring candidates.
Take a step back and look at your application process. Do you use an ATS? If so, your system should be able to tell you how many candidates have failed to complete the application process (these are usually flagged as incomplete applications within the portal).
If you are using an ATS, consider why candidates might have dropped out – are you asking too many questions on your online application form? Or are any of your questions unclear or vague?
Alternatively, if you don’t have an ATS in place, check that your application process isn’t clunky or confusing. Do candidates have to download a paper-based application form? Have you provided clear instructions of who they need to contact?
Tip: Try putting yourself in your candidate’s shoes and completing a dummy application, noting down any frustrations along the way. Make sure that you complete it on multiple devices to ensure a smooth experience on mobiles and tablets too.
3. You notice a significant decline in applications
There are many reasons why your roles might not be attracting as many applicants; perhaps you’ve changed your selection of job boards or maybe you’re recruiting for a different type of vacancy.
However, if nothing has changed, there’s a chance that your reputation could have taken a nose-dive. And what could have a negative impact on your reputation? Your candidate experience!
Tip: Think about your employer branding; how are candidates perceiving you as an employer? First of all, tackle your candidate experience issues and then it might be worth looking at employer branding initiatives to boost your reputation and presence.
4. You start hearing negative feedback
There isn’t really a clearer sign that you’re providing a bad candidate experience than candidates complaining to you directly.
This is your ultimate warning sign; after all, if they’re vocalising their frustration to you directly, they’re almost certainly vocalising it to other people.
Tip: If you’re talking to frustrated candidates on a regular basis, make a note of any complaints. This is a direct chance to get feedback on what’s irritating candidates so make sure that you use the feedback in the right way.