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How to create a great candidate experience

Contributing Author: Anuradha Patil| Founder | Purple Squirrel |IPTER Mumbai

When it comes to recruiting top talent, few things remain unchanged. Ensuring a positive experience for talent interested in your company is a constant endeavour while recruiting, but the strategy for delivering a great candidate experience will change with the times.

In the current scenario, the candidate experience is heavily based on hiring in a virtual world. When optimizing your candidate experience for this new world, strategizing the steps in your hiring journey is the right way to start.

I am sharing three common mistakes that recruiters commit, along with simple solutions designed to support you throughout the entire hiring journey.

1. Involvement in the screening process.

Most of the time the basic screening is conducted through calls, and the job seekers who don’t meet the basic job criteria are weeded out. The recruiter gets to know the candidate on a deeper level. However, a screening call isn’t the most efficient way to sift through a large number of applicants. Often, a resume doesn’t give a correct picture of the skills and experience, so relying on that for screening isn’t the most comprehensive method. Not only does this screening method create more work for you, it can slow down the hiring process and create a negative experience for a job seeker interested in making a quick job move. This time can be reduced, by adding screener questions to the application process, you can ensure that your candidate pool is filled with job seekers who have the basic skills and experience required, providing information that goes beyond the resume. It’s a simple, efficient way to find the quality candidates you need without the extra hassle.

2. Spending too much time on administrative tasks.

Hiring is a slow and tedious process, involving time and resources to attract and engage talent. Even after the screening process is over, there are still many basic tasks — such as coordinating interview schedules and communicating with candidates — that require your time. If you are hiring at a large volume or for a niche role, these tasks impede the entire process, which gets slowed down, and which in turn negatively impacts your employer brand. You can drastically reduce the average time taken to hire by automating administrative tasks, this enables you to find the right person for a role with a lesser lead time, and allows you to focus on building the real, human connections in every hiring journey.

3. Using different tools.

Recruiting as a process has grown with the help of technology. There are plenty of tools designed to help you complete the hiring journey — like sourcing candidates or scheduling interviews. The inefficiency of constantly switching between spreadsheets, emails, video conferencing platforms and other tools for every hire wastes time and creates possibilities for error. Creating an efficient hiring process prevents loss of talent. Today there is agile, integrated technology that allows you to complete more tasks from a single interface and be more productive. Work smarter.

A few small changes to your recruitment routine can have a large impact when it comes to delivering a better candidate experience. Whether your priority is to reduce the hiring time or cost per hire, these solutions can help simplify your hiring process. You will work more efficiently while making those human connections needed for hiring — faster. The last tip I will leave with you is to invest in the most popular advertising sites to increase your visibility and build your brand.  

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