“I don’t see myself in this company”.
This is the thought that more and more candidates have when it comes to joining a company. We talk about the importance of attracting talent, but we often focus on thinking about it when it is already in the company and in truth it is in the selection processes where we really make that future employee fall in love. That’s why we want to introduce you to a vital part of the employee experience discipline, the candidate experience.
97% of candidates who have had good experiences in recruitment processes recommend the company to people they know.
Candidate experience is a key issue for companies seeking to attract and retain the best talent. Competition for the most qualified professionals is increasing, so organizations must strive to offer a satisfactory experience to those who participate in their recruitment processes.
In this article, we will take a closer look at what the candidate experience is and how we can improve it in our company.
What is the candidate’s experience?
Candidate experience refers to the set of impressions, emotions and perceptions that a candidate experiences during the selection process. This includes all the interactions they have with the company, from the first contact to the moment they are offered or refused the job.
The candidate’s experience is important because it can have a major impact on the professionals’ perception of the company and their willingness to work for it in the future. A frustrating or unclear selection process can deter a candidate from accepting a job, even if the offer is attractive.
How can design thinking help to improve the candidate’s experience in the selection process?
Design Thinking is a methodology used to solve complex problems through creativity and user-centered innovation. In the context of the candidate experience, Design Thinking can be a useful tool to improve the selection process and create a positive experience for candidates. Below are some ways in which Design Thinking can help improve the candidate experience in the selection process:
Understand the needs of the candidate:
The methodology helps us to emphasize empathy with the user and a deep understanding of their needs and expectations. Applied to the recruitment process, this involves listening to and understanding the needs and expectations of candidates in order to create a recruitment process that meets their needs and provides them with a positive experience.
Reduce the complexity of the process:
Design Thinking focuses on simplifying and optimizing processes. In the context of the candidate experience, this means identifying critical points in the selection process that can cause confusion or stress for candidates, and simplifying or eliminating them to make the process easier and clearer for candidates.
Creating innovative solutions:
This creative framework encourages creativity and innovation. Applied to the recruitment process, this means exploring new ideas and innovative solutions to make the candidate experience more engaging and memorable, which can increase satisfaction and positive perceptions of the company.
Experiment and learn:
The method is based on iteration and continuous learning. Applied to the selection process, this means testing and learning from different approaches to improve the candidate experience, and making adjustments and improvements based on candidate feedback and metrics.
In conclusion, Design Thinking can be a useful tool to improve the candidate experience in the selection process by emphasizing empathy, simplicity, innovation and continuous learning. By applying this methodology, companies can create a more engaging and effective recruitment process that meets the needs and expectations of candidates, and at the same time, improves the perception of the company’s employer brand.
Where to focus to improve the candidate experience?
Here are some keys to improving the candidate’s experience in the selection process:
A. CLEAR AND TRANSPARENT COMMUNICATION
Transparency is a key aspect of improving the candidate’s experience in the recruitment process. Candidates expect companies to be honest and open with them at all stages of the recruitment process. Below are some suggestions for improving transparency in the candidate experience:
A.1. Provide clear and detailed information about the selection process.
It is important that candidates are aware of the full selection process, including the stages of the process, deadlines, job requirements and skills required. Providing clear and detailed information will help candidates to prepare adequately and make informed decisions.
A.2. Provide a comprehensive job description
It is essential to provide a complete job description so that candidates can understand the responsibilities, level of experience required and skills needed. This will help candidates determine whether the job is right for them and enable them to make an informed decision about their application.
A.3. Providing feedback at each stage of the process
Candidates value feedback highly. Providing feedback at each stage of the process will help candidates understand how their application is developing and allow them to adjust their approach if necessary.
A.4. Informing candidates about company policies
It is important to inform candidates about company policies, such as compensation, benefits, hours, and holidays. This will help candidates understand the working conditions and enable them to make informed decisions about accepting the position.
A.5. Be clear about the final selection process and decisions.
It is important that candidates have a clear understanding of the final selection process and how decisions will be made. They should know how they will be notified whether or not they have been selected and when final decisions will be made.
Transparency is essential to enhance the candidate’s experience of the selection process. Providing clear and detailed information about the selection process and the position, providing feedback at each stage of the process, informing candidates about company policies and being clear about the final selection process and decisions will help create a positive experience for candidates and enhance the company’s image.
B. PROCESS CUSTOMIZATION
Personalization of the selection process is an important aspect to improve the candidate experience. Candidates expect companies to treat their application in an individual and personalized way, and not as a simple automated response. Here are some suggestions to improve process personalization in the candidate experience:
B.1 Use custom language
Instead of using generic language, customize the language used in emails and other messages to be more specific and directly address the candidate. Even using your name in emails can make a world of difference.
B.2 Understand the interests and motivations of candidates
It is important to understand the interests and motivations of the candidates to personalize the selection process. Specific questions can be included in the interviews to better understand what motivates them and what interests them at work.
B.3 Offer personalized recommendations
Based on the information provided by the candidates, personalized recommendations can be offered. For example, if a candidate has applied for a specific position but does not meet all the requirements, recommendations may be offered for other positions in the company that better suit their profile.
B.4 Provide a personalized interview experience
The interview experience should be personalized for each candidate. Specific questions should be prepared for each candidate and the interview format adapted to their needs.
B.5 Provide personalized feedback
Feedback must also be personalized. Instead of using generic language, specific feedback should be provided for each candidate based on their strengths and areas for improvement.
In summary, the personalization of the selection process is a key aspect to improve the candidate experience. Using personalized language, understanding the interests and motivations of the candidates, offering personalized recommendations, providing a personalized interview experience and offering personalized feedback are some of the suggestions to improve the personalization of the process in the candidate experience. By customizing the selection process, the relationship between the company and the candidate can be improved, increasing the possibility of finding the best talent for the position.
C. EASE OF IMPLEMENTATION
Ease of application is one of the most important aspects of improving the candidate experience. If the application process is complicated or too time-consuming, many candidates are likely to become discouraged and drop out of the process. Below are some suggestions for improving the ease of application:
C.1. Simplifying the application process
The application process should be as simple as possible. Forms should be easy to complete and the required information should be clear and concise. If possible, technological tools should be used to simplify the process, such as auto-completion of forms or integration of social networks to automatically complete the information.
C.2. Optimizing the company’s website
The company’s website should be optimized for mobile devices, which means that candidates can easily complete the application from any device, including smartphones and tablets. In addition, page load times should be reduced so that candidates are not discouraged from waiting.
C.3. Provide a clear job description
The job description should be clear and easy to understand. Detailed information should be provided about the roles and responsibilities of the job, as well as the requirements and skills needed. If the candidate clearly understands the job, it will be easier for them to decide whether they want to apply.
C.4 Providing a quick response time
It is important to provide a quick response time to candidates, so that they know that their application has been received correctly. This can also help to increase the candidate’s satisfaction and positive perception of the company.
C.5. Provide support and assistance
If candidates have questions or problems during the application process, clear communication channels should be provided so that they can contact someone in the company for help and assistance.
In short, ease of application is a key aspect of improving the candidate experience. Simplifying the application process, optimising the company’s website, providing a clear job description, providing a quick response time and offering support and assistance are some of the suggestions to improve ease of application. By improving the ease of application, you can increase the number of qualified candidates and improve the positive perception of the company as an employer.
D. POSITIVE INTERVIEWS
Positive interviews are an important part of the candidate experience as they can greatly influence the candidate’s perception of the company and their final decision to accept or reject a job offer. Here are some reasons why positive interviews are important:
D.1. They create a good impression of the company.
Positive interviews can help create a good impression of the company in the candidate’s mind. If the candidate feels comfortable during the interview and has a good interaction with the interviewer, he/she is more likely to have a positive impression of the company in general.
D.2. Helps retain candidates
Positive interviews can help to retain candidates in the selection process. If the candidate feels valued and appreciated during the interview, he/she is more likely to continue in the process and be willing to accept a job offer if it is made.
D.3. They improve the company’s image as an employer.
Positive interviews can improve the company’s image as an employer. If candidates have a good experience during the interview process, they are more likely to speak positively about the company to other potential candidates, which can help attract qualified and talented candidates.
D.4. They reduce the risk of a bad hire.
Positive interviews can help reduce the risk of a bad hire. If the candidate has a good interaction with the interviewer and feels that the company is a place where he/she would feel comfortable working, he/she is less likely to quit soon after being hired.
D.5. Increases candidate satisfaction
Positive interviews can increase candidate satisfaction throughout the selection process. If the candidate feels valued and appreciated during the interview, he/she is more likely to have a positive perception of the company and a satisfactory overall experience.
Interviews are a key part of the selection process, and it is important that they are a positive experience for the candidate. Interviewers should be friendly, welcoming and professional, and should provide clear information about the job and the company. It is also important to give candidates the opportunity to ask questions and express their concerns.
E. JOB OFFER AND FOLLOW-UP
The job offer and follow-up are two important aspects of the candidate’s experience, as they can significantly affect the candidate’s decision to accept or reject a job offer. Some reasons why these aspects are important are described below:
E.1. The job offer must be clear and detailed
The job offer should be clear and detailed so that the candidate understands the terms and conditions of the job. This includes the job description, responsibilities, salary, benefits and any other important details that the candidate should be aware of before accepting the job.
E.2. Follow-up should be timely and professional
Follow-up should be timely and professional to keep the candidate informed of the status of their application and to answer any questions they may have. Follow-up deadlines should be clear and met to ensure a good candidate experience.
E.3 The recruitment process should be efficient
The recruitment process should be efficient and should not take too long. The candidate should feel that their time is valued and that work is being done to ensure that the process is carried out in a timely and efficient manner.
E.4. Communication should be clear and transparent
Communication with the candidate must be clear and transparent at all stages of the selection process. The candidate must feel that he/she is treated with respect and kept informed at all times.
E.5 Follow-up after the offer should be consistent
Follow-up after the offer should be consistent to ensure that the candidate feels welcome and valued in their new job. This includes follow-up after acceptance of the offer, follow-up during the on-boarding process and follow-up after on-boarding.
The job offer and follow-up are important aspects of the candidate experience. To ensure a good candidate experience, companies must ensure that the job offer is clear and detailed, that follow-up is timely and professional, that the recruitment process is efficient, that communication is clear and transparent, and that follow-up after the offer is consistent. If these aspects are addressed, candidates will have a positive experience and will be more likely to accept a job offer and become engaged and productive employees.
In short, the candidate experience is critical to attracting and retaining the best talent. Providing a satisfactory experience in the recruitment process can have a major impact on a company’s image and its ability to attract the best talent. By following the keys mentioned above, companies can improve the candidate experience and ensure that their recruitment processes are effective and efficient.
At Thinkers Co we know the importance of that first impression that your future employee has in the company, so we help you and accompany you in the design and improvement of the employee experience, if you want to know more examples do not hesitate to contact us and tell you how we are applying Design Thinking in the reinvention of the recruitment of talent in companies.
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