What is one item that should be on every candidate experience checklist for HR? How would recruitment and talent acquisition teams measure the impact on the candidate experience?
To help get the most out of your candidate experience checklist, we asked HR specialists, recruiting professionals, and business leaders this question for their insights. From summarizing the process to incorporating real-time surveys, there are several ways to maximize your candidate experience checklist.
Here are seven steps to include in the candidate experience checklist:
- Provide an Agenda or Process Summary
- Incorporate Real-Time Surveys
- Rely on a Distinct Brand Identity
- Automate the Process
- Give Feedback to Unsuccessful Applicants
- Survey Every Candidate
- Meet the Team and Showcase Day-to-Day Activities
Provide an Agenda or Process Summary
One item that should be on every HR candidate experience checklist is a clear overview of the interview process. Whether you include the lists of steps and timeline in the job posting, initial emails, or wait until the candidate asks, you should have a clear idea of what the entire interview process will look like before initiating the operation and be able to explain what applicants can expect and should explore.
The job-hunting process can be demanding and stressful, and receiving an organized set of instructions with clear steps can lighten the applicant’s burden and make a positive impression. Not to mention, this tactic signals that you value your candidate’s time and that your organization is well-run and communicates effectively.
Michael Alexis, TeamBuilding
Incorporate Real-Time Surveys
Real-time measurement of candidate experience is an alternative to surveying applicants at the end of the process. This will assist you in addressing difficulties as candidates continue through the process, and you will be able to act to alleviate any possible unpleasant experiences.
To begin, conduct a quick check-in with each candidate after each stage of the interview process and send them a few follow-up questions as an ongoing pulse check.
Sumit Bansal, TrumpExcel
Rely on a Distinct Brand Identity
Employer branding has long been an important part of recruitment marketing, and it should be on your applicant experience checklist. It is not sufficient to merely build an employer brand; this brand identity must be consistent throughout all aspects of the candidate experience.
A strong employer brand is essential, but the activation plan is much more crucial. I believe that a foundation of stories and values enables you to communicate the right message on the right channel throughout the journey.
A simple example might be the color scheme you employ for job advertisements. Your career website, recruitment marketing films, candidate-facing CRM portals, and other platforms should all have the same visual aesthetic.
Veronica Miller, VPNOverview
Automate the Process
There are probably a dozen good service providers in the market right now and each of them has its own USP, but the bottom line is that scheduling interviews, sending email updates, or other forms of communication need to be digitized.
The time spent by HR professionals and recruiters in updating excel and copy-pasting emails is better spent on creating better evaluation frameworks and candidate engagement.
Since one of the biggest complaints of candidates is the lack of timely communication and updates from prospective employers, a dedicated solution to remedy this challenge will naturally elevate candidate experience and satisfaction scores. Furthermore, it will also optimize the overall hiring process with lesser instances of ‘missed’ or ‘mixed’ messaging.
Joe Flanagan, VelvetJobs
Give Feedback to Unsuccessful Applicants
Candidates who weren’t offered a position appreciate hearing back from HR officers who provide feedback. It is a common practice to send congratulatory messages to successful applicants — at the same time, ghosting those who did not make it has also become part of most company’s culture.
Regardless of the result, everyone who tried their best to be part of the business deserves a decent candidate experience. Doing so would give the unsuccessful ones ideas and tips to better themselves the next time around.
The recruitment team can measure the impact of this initiative by checking if there is an increase in job aspirants who trust their company in their next hiring event.
Jake Smith, Absolute Reg
Survey Every Candidate
Every candidate who went through your interview process should be polled whether they accepted or refused your offers. This will provide you with the most comprehensive picture of what is working and where you can enhance your candidate experience approach.
Where to begin: As part of your candidate communication strategy routine, automate candidate questionnaires. If you realize that you aren’t obtaining enough responses to collect the necessary data, consider rewarding the survey by having a monthly gift card raffle for a randomly selected applicant.
Edward Mellett, Wikijob
Meet the Team and Showcase Day-to-Day Activities
Very commonly we see candidates that experience a limited interview process being surprised by the work experience on their first day, for better or worse. Companies can do a better job of effectively communicating.
Some companies will only expose their interviewees to a few sit-downs or phone conversations with managers before hiring. The need to meet with the team and understand what their day-to-day looks like is essential in this competitive hiring environment.
Chad Bean, Ignite Recruitment
