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Employee Experience

Essentials to Finding and Filling the Holes in Your Candidate Experience

August 29, 2018
7 min read
Group 1-1

Performance Management, Supercharged


Hiring is projected to get a whole lot more complicated. For the first time in decades, there are more jobs open than workers to fill them. According to the June Openings and Labor Turnover Survey, there were just shy of 6.7 million open positions in April which is almost equal to the 6.6 million Americans searching for a job. While this creates a competitive challenge, it also brings us an opportunity to better our candidate experience. Think about the last time you gave your candidate experience a jolt of energy. When was the last time you took time out of your day to thoroughly test your hiring process?

How did you do? What did you love? What did you hate? Sure, you can ask candidates for feedback on how they feel about your hiring process, but an audit is gruesomely telling of how your hiring process really performs.  

Did you know 70% of employers have invested, or plan to invest, in more resources to improve the candidate experience in the next year? Be your company’s own “mystery shopper” and take an honest stroll through your hiring process - from attraction to the welcome doors. Can you survive?

The Search

You’ll only get the results you need if you start from the very beginning of the candidate experience. Start with a simple job title search in an incognito web browser. Search for job titles and keywords that relate to the job you wish to find. Let your curiosity wander and see if your SEO keeps up. How hard or how easy is it to get to your company page without explicitly searching the company name? How many different search terms and Search Engine Results Pages (SERPs) did you sift through before you found the result you were looking for? How many times did your competitor pop up before you?

When was the last time you really looked at your hiring process? Find answers to your #candidateEX problems with this step-by-step analysis:

Depending on your industry, give social media a browse too. See if any duplicate company pages show up that could cause confusion or diversion from your key networks. Any possible skepticism in the search process could harm your candidate’s ability to properly find and research your company during the awareness and attraction stage.

If you found yourself having a particularly difficult time finding your careers page, maybe your website and content marketing for your jobs could use some rejiggering.

Tiny efforts to get you started:

  • On social, pin a post that leads to your career page or leave a link to your site in the “About” section of your profiles.
  • Include searchable terms in your job description that to give your copy an SEO boost. Use tools like SEMRush to identify highly searchable terms.
  • Do you have a blog? Include calls to actions at the bottom of your blog articles that lead to your careers page.
  • How accessible is your careers page or information about jobs on your homepage? Count how many seconds it takes to find it. If it’s over 30, think about putting it in a more obvious spot

Use your own notes to start improving your search process, but the bottom line is making your careers page front and center and accessible from anywhere. Even the job descriptions themselves should lead back to the careers page in case a candidate reads a description they don’t quite align with, but are interested in finding one that does.

If you’re trying your hardest to search for jobs within your company and finding it difficult to do so, imagine how hard it will be for candidates.

Learn more about increasing candidate flow with these 5 proven strategies.

The Lifestyle

Your job descriptions probably tell a lot about the company, the job requirements and the job nice-to-haves, but do they talk about the new lifestyle candidates could enjoy if they accept the job? Candidates aren’t looking just for a job, they’re looking for a life change. Moving companies could drastically change the way their days look. Help paint that picture for the candidate by incorporating some non-traditional details in your job descriptions.

Sure, your ideal director has a bachelors in communication, 4 years of professional experience and is proficient in Microsoft, but what about the free coffee you supply? Or the wellness programs you provide? We ask candidates to expose all their skills and work experiences for us, expose a little of what you have to offer. What does it look like to work at your company beyond the job description?

Look at your careers page and count the lines of text that describe your workplace. Now count the lines of text that describe skill requirements. Is it a 50/50 weigh or could your end of the deal be a little more supplemented?

Before you rewrite your job descriptions, answer these 7 questions.

The Application

60% of job seekers have quit an application in the middle due to its length or complexity, yet 66% of candidates are more likely to have a positive experience if employees make them feel comfortable when they interact with them. When you review your actual application, you realize maybe it’s quite lengthy, and there are some areas you could remove, but it still eats up a considerable amount of time.

For the first time in decades, there are more jobs open than there are workers to fill them. Get competitive with this #candidateEX advice:

The statistics above prove we have an opportunity to create some balance here. Perhaps there’s not much we can do with the cutting of the physical application due to legality, but we can leverage our communication skills in this part of the process to make up for it. 60% of candidates also say “better communication throughout the process” would make the most positive impact; you’re killing two birds with one stone here.

Even for teams who require hiring in bulk or high-volume hiring, ClearCompany’s Talent Management Solutions allow you to source, nurture and engage with A Players to keep them interested. Our comprehensive and mobile-friendly tools for hiring managers give your team all they need to assess, interview, text and hire the A Players you’ve taken the time to source. This technology gives hiring managers exactly what they need, when they need it and increases engagement all at once.

Learn more about Talent Management Solutions’ features and functions.

The Screening and Interviewing

The screening and interviewing piece of the process generally takes the longest for organizations to conduct, in turn making it the most frustrating for both candidates and the hiring team. When you’re auditing this piece, look for unnecessary steps that could shorten the process (even a little bit)!

Typically, screening and interviewing include the following:

  • Phone screening - a 20-30 minute phone call - analyze time to schedule and reschedule
  • Pre-hire assessment - analyze time to complete
  • Video interviews - how long does it take to schedule and reschedule times and physical phone times (including technical difficulties)
  • Live interview - are there questions you could eliminate that are redundant or carry-over from the phone and video interviews?

While your company might not be willing to eliminate any of these steps, look at the steps or common issues within each of these stages of screening and interviewing to help cut back on time. If your candidates have to endure several interviews to make it through, look for duplicate questions that can be nixed. If you commonly waste time with technical difficulties, think about making a technology checklist you can send to candidates to check their tech before any interviews. These steps are small and might only shave a few minutes, but every second counts when trying to hold on to those valuable A Player candidates.  

Screen more candidates, faster with on-demand video interviewing with ClearCompany. Take a demo to see how you can benefit!

Where Do We Go Next?

There were probably pieces of your hiring process you knew needed a fix, and now your list probably got a little bit longer. To not wince at the idea of pitching your boss on the need for new technology, think of it this way: now you have a whole list of proof of what needs to be improved in your talent process. Gather what you found, plus feedback you’ve collected from candidates and you have a whole presentation ready. Need a leg up? Use our comprehensive buyer’s guide to help you through the process. We’ve compiled helpful tips and information for every part of the talent management system including: applicant tracking, onboarding and performance management.

Ready to hit the ground running with a demo? Get started by viewing our whole suite of solutions for everything you need to hire, retain and engage your next slew of A Players. Set up your ClearCompany Talent Management Solutions Demo today.

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