As the talent landscape gets more competitive and employers scramble to outdo each other on salary, perks, and benefits (only to end up looking much the same), the candidate experience triumphs. Because when you think about it, almost everything about your offer can be copied.
But how you make someone feel?
That is wholly and uniquely yours.
Here’s why your candidate experience is more important than ever, and how you can make an exceptional first impression.
In this article:
Candidate experience covers all touchpoints and interactions a candidate has with you when considering, applying for, and accepting a role. Often this starts with your job advertisement and ends with a rejection email or new hire onboarding (but it can begin sooner).
The candidate experience falls flat when the candidate feels neglected or encounters inconsistencies in your brand promise throughout the hiring process. This can look like:
A poor candidate experience will likely turn them off your company and increase the likelihood of ghosting and offer reneges (can you blame them?). It could also influence what they say publicly about your employer brand… welp!
To be frank, a crappy candidate experience will affect the new hire onboarding experience which can affect employee engagement (for the new hire and their team) and retention. But on the flip?
A positive experience can be your superpower.
New employees may be more inclined to stay on if you’ve made them feel valued and cared for, that they belong and make a valued contribution. And by genuinely and transparently communicating your workplace culture, values, and expectations, you’ll build trust because they’ll see the big role promise they signed up for matches the reality.
Your hiring process can be the first impression a candidate (and potential employee) has of your employer brand. You want to make it a good one, because:
A consistently poor candidate experience will increase the odds your unhappy candidates will leave negative reviews and potentially even actively deter friends and family from applying. No employer wants a reputation that repels talent!
On the other hand, a standout candidate experience will amplify your employer brand. It can lead to a higher acceptance rate, keep your silver medallists (unsuccessful candidates) interested in future opportunities, improve your quality of hire, and improve your employee experience as you attract more aligned candidates to your organisation.
1. Start with candidate and new hire feedback.
Utilise candidate surveys (both successful and unsuccessful) and exit interviews if you notice a trend for new hire disengagement or turnover.
2. Audit employer review sites
What are candidates and employees already saying?
3. Focus on these areas for quick wins
Candidate experience plays a critical role in influencing the candidate’s decision to apply and accept an offer. Make sure your first impression counts so you can reap the benefits of a stronger employer brand, higher engagement and retention.
Need help leveraging your candidate experience? Get in touch with our team!
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