Every holiday season, companies increase their staff in order to accommodate the increase in traffic. The quality of the experience that companies provide to job seekers can affect the success or failure of the hiring process. The candidate experience can make or break your recruiting process and is the key to standing apart from your competition during this holiday season. 73% of candidates say the job search process causes them the most stress. So why not make it easier?
Take a look at different ways your company can win at holiday recruiting and provide a better candidate experience.
Honest Job Descriptions
The job description is what attracts candidates to apply for jobs. Providing an honest and accurate job description will ensure your company finds, attracts and hires the right candidate for the position. The job seekers want your job descriptions to include all of the responsibilities and expectations the position will entail, the salary, as well as the benefits and values of the company. These are important to include in your job descriptions in order to avoid wasting your time recruiting and hiring the wrong candidates, along with the candidates’ time when applying for the position.Let @ClearCompany help you provide a better #CandidateExperience this holiday season!
More companies are transitioning to mobile and social media channels to appeal to the needs of candidates. Social media and mobile capabilities provide job seekers an option to discover more about the company and a simple way to apply for jobs. 86% of candidates use mobile devices to search for jobs.
Providing your candidates with the ability to apply for jobs online won’t benefit your company unless you ensure the application process is simple and short. If a job application is too long or complicated, you run the chances of creating a poor candidate experience and losing top talent because they quit filling out the application. 60% of candidates didn’t complete online job applications because they were too long or confusing. It is important to keep the online applications short and only ask the prominent questions needed this early on in the recruiting process.
The number one frustration candidates have when applying for jobs is the lack of feedback they receive from the employers. No one likes to be ignored and not responding to candidates that applied to your company will only hurt you in the long run by creating a negative candidate experience. Providing feedback to candidates will not only improve the overall candidate experience, but it will also improve the quality of hires by 70%.Wonder how you can create a better #CandidateExperience for your company? Let @ClearCompany show you!
While you might think this can be time-consuming, there are ways around that to engage with the candidates and keep them interested. Communicating with your candidates on a regular basis can be done by setting expectations from the start and sending personalized email campaigns based on where they are in the recruiting or hiring process.
Keep in Touch
Just because a candidate that recently applied for a position wasn’t the best fit, doesn’t mean they won’t be a good fit for another position in the future. With that being said, their candidate experience doesn’t end when you decide not to hire them. Maintaining the relationship with high-quality candidates can benefit your company in many ways. It can reduce stress, time and diminish the overall recruiting and hiring cycle. Building your talent pool will provide easy access whenever a need to hire new candidates for a position opens up in your company.
To provide the best holiday experience, you need to make sure you are doing anything and everything to provide your candidates with the best overall experience. Delivering honest and clear job descriptions, an easy online job application process and proactive feedback will separate you from your competitors.
As the head of a department in the midst of a sustained period of rapid growth, Sara has spent thousands of hours interviewing, hiring, onboarding and assessing employees and candidates. She is passionate about sharing the best practices she has learned from both successes and failures in talent acquisition and management.