Candidate experience is crucial to your recruitment campaign and employer brand. Suppose you consider the employer brand as "a good" that the business wants to "offer" and "sell" to the candidate. In that case, the candidate’s experience will be a factor that directly affects the "purchase" decision of the candidate.
How can businesses improve the practical candidate experience in the recruitment process? Let's answer this question through the following article by Viindoo.
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Candidate Experience: A direct influence on the brand
First, let's look at the numbers taken from a TopHR candidate experience survey:
- 75% of candidates do not receive a response from the company after submitting their application;
- 60% of candidates did not receive a response from the company after the interview;
- 42% of candidates say they will never apply for a position at companies that do not respond to candidates;
- 22% of candidates advised friends not to apply for that company, and 9% of people urged people to boycott the company's products/services.
TopHR’s survey shows the impact of candidate experience on the effectiveness of recruitment campaigns.
Looking at these numbers, we can see that poor candidate experience in the recruitment process will not only negatively affect the results of the recruitment campaign but also hurt the brand image.
Because of this, businesses need to improve the candidate experience in the recruitment process.
Innovation in recruiting approach
To take advantage and be more proactive in the recruitment process, businesses need to build their "touch points" so that candidates can know more about the brand, displaying a professional brand image.
Built a recruitment website for the company
There are many ways for businesses to reach their target audience. According to a survey of TopCV, 71.8% of working people choose channels such as TopCV or Vietnamworks to search for a job, while only 59% choose social networking sites and 46.8% look at the recruitment website of companies.
Build a professional recruitment website with Viindoo Website.
A potential risk when using third-party sites like TopCV, Vietnamworks is the possibility of losing candidate applications.
In contrast, employers will have the freedom to build layouts and collect candidate profiles on a business-owned recruitment fanpage on Facebook or employee management software.
At the same time, the business has control over the image and message conveyed to the candidate without being tied up with limitation in the number of recruitment posts and service fees of third-party packages.
Build a detailed and impressive job description
to manage candidate profiles and communicate with candidates is necessary. job description is the next touch point for businesses to impress candidates. Not simply to inform candidates about the job description and requirements, but the job description is also a tool to show the professionalism of the business. For a good candidate experience, businesses need to:
- Use simple, easy-to-understand language, and do not use words with implications or ulterior motives;
- Clearly state the “must have” requirements and prioritized features;
- Focus on essential tasks; skip the odd, seasonal jobs.
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Build a clear and streamlined recruitment process
Many recruitment processes can last for months, making candidates feel discouraged and no longer want to apply for jobs.
Therefore, businesses need to build a clear and streamlined recruitment process to create the best experience for candidates from screening and interviewing to integration.
Set up a streamlined recruitment process with the Viindoo Recruitment app.
In the digital age where modern software is gradually replacing the traditional way of doing things, process building is no longer simply planning steps on paper.
Instead, businesses need to apply technology in setting standards and preparing, launching, and automating recruitment processes.
Right from the stage of candidate screening, businesses need to build a data set that includes candidate information about certifications, experience, major, competencies, and specific skills to effectively select candidates. The detailed predefined filters shorten the selection of candidates, thereby speeding up the recruitment process.
Automation in managing applications and communicating with candidates
A problem for businesses is that numerous candidates are applying for the job while recruitment specialists do not have enough time to process them because applications are scattered at different points. This can lead to missing and confusing candidate information, creating a poor experience when applying for a job.
Therefore, using recruitment software to manage candidate profiles and communicate with candidates is necessary.
Using recruitment software, recruiters can easily set up email templates to respond in the interview stages. Just by switching the stage of the profile processing on the Kanban interface, an email will automatically be sent to the candidate to notify the result.
The immediacy and speed of the candidate feedback process will give a sense of the professionalism of the business.
Even if the candidate is not hired, the experience they have will leave a good impression on the business.
Viindoo Recruitment Management software automatically sends an email to the candidate every time the recruitment phase changes: rejection, invitation to interview, congratulation on being hired, etc.
A positive candidate experience not only impacts your employer brand, but also the bottom line. Take advantage of IT applications immediately with Viindoo HRM - Comprehensive Human Resource Management toolkit to deliver the best experience for your candidates.
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