They say we’re in a candidate-driven market.
They say that the candidate picks the employer, not the other way around.
With the use of social media to advertise your position, comes the added amount of candidates seeking work at your organization. Are they quality candidates? Do you have a quality company? How do you stand out to create the kind of experience that will entice a candidate to come to your organization, apply, accept an offer, refer others, and stay for the long haul?
Make sure that you are truly comparing the resumes you receive to the job descriptions you write. Make sure that you are in as much contact as possible with your applicants. I know that when you receive hundreds of resumes that this may not be easy, but even a standard response email is better than being ghosted by a potential employer.
One of the trends that are really important in recruiting is the candidate experience. This occurs at the beginning of sourcing through the onboarding process. How does the candidate feel about their experience with you? What is their overall perception of your company based on these experiences?
I briefly mentioned above about being ghosted. This occurs way more often than you think. This is not the kind of experience that an applicant wants when job hunting. The applicant tracking systems also have a login and password. So think about the potentially large amount of ATS systems that a job hunter is having to navigate. Sometimes a text message on the progress of an application is appreciated more than an employee having to remember the login credentials for each ATS to find out where they are in the process or if they have been declined without so much as an email. Pay the extra money to set up this type of text programming for your candidates to enhance their experience with you.
What is the importance of the candidate experience?
If your candidate, now employee, has had a satisfying experience they will refer others to your company.
Their great experience along with the culture of your organization gives them the confidence to refer people they know to your company. They expect that you will treat them the same way they were treated.
If their experience is far from satisfactory, the organization could potentially lose a lot of money. Companies with a bad reputation will lose employees, or worse.
Job seekers won’t take jobs with companies that have a bad reputation. The result of this is that there will be limited or no employee referrals. If the culture of your organization is such that no referrals are coming in, then you must reevaluate what your mission is in order to gain the trust of your employees and create the type of experiences that translate to more referrals, candidates, and new hires.