Candidates: Are you interviewing and need support?
As the nature of applications and talent acquisition changes, companies will need to adjust their hiring processes to balance quality and speed, as well as being respectful of their candidates to maintain their employer brand. If an organization is unsure about how candidates experience their hiring process it might be time for a candidate experience audit.
A candidate experience audit is the method of examining an organization’s hiring process to identify any pain points that might cause candidates to drop out before completing it. An audit can be completed either with existing data such as attrition rates and time between steps, with a “mystery shopper” method where a recruiter goes through the process as a candidate, or both.
When developing your candidate experience audit, examine each interaction point in your hiring process; awareness and attraction, applications and screening, interviewing and finally making offers.
Start your audit by looking at where job seekers find your jobs. Where do they live online? Is most traffic to your career page coming from social media or traditional websites? Track these metrics with analytics tools provided by social media services, such as Google Analytics, Facebook Analytics, or Twitter Analytics. If your candidates are social media users but recruiters use job boards, it’s time to shake up the approach.
Depending on the industry, word of mouth may be more efficient than anything else. Rewarding employees who refer top talent and improving your employer brand help drive word-of-mouth referrals. Referrals should be able to access the career site as easily as possible.
Make sure that all postings lead back to your career page. That’s where you will begin to convert interest into applications.
If your career page is where candidates first get a glimpse of life at your company, what do they see? Is content organized and relevant to converting a prospect to an applicant?
The career page’s content should sell the employee experience and culture. Candidates want to know that they will be working on projects that matter in the world. They want to know that their colleagues and the company culture are aligned with their values. Make sure that the page has clear and easy access to the application process.
It’s useful to create dummy email accounts so you can try the recruiting system from a candidate’s perspective. The initial application should be streamlined and optimized for multiple devices and browsers. Examine it on smartphones, tablets and computers to see how it compares and performs. Clearly label each part of the application so that applicants know where they are and how many steps remain. Make sure they can save their progress and return later.
Screening and interviewing candidates is typically the lengthiest process for organizations. Assess how many steps are in a screening process, and look at how your organization can remove some to speed up the process.
What percentage of candidates drop out during the assessment? If it includes 100+ multiple choice questions, you may be losing excellent candidates.
Candidates who were interviewed and dispositioned should receive feedback. This is also an ideal time to survey candidates about their experience. Candidate surveys can be the most helpful part of an audit. It will reveal opportunities for improvement in your candidate experience.
When looking at the time to hire, consider how long it takes a hiring manager to make a decision.
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