The candidate experience can make or break your ability to attract top talent

It encompasses every touchpoint a candidate has with your company, from the initial application process, right through to the onboarding phase and beyond. In an age where shared experiences are commonplace, creating a positive candidate experience enhances your employer brand – attracting more candidates and recommendations.

Often the first interaction a candidate has with your company needs to set the tone for what candidates can expect if they progress through the hiring process.

• Simple: 60% of job seekers will abandon a job application if lengthy and complex. Collect only the most essential information needed at this stage, avoid lengthy forms and repetitive questions.
• Clear: job descriptions should be detailed and clear, outlining necessary qualifications, responsibilities, and expectations. Transparency helps candidates self-assess their suitability for the role, saving time for both parties.
• Accessible: is your application portal mobile-friendly and accessible to individuals with disabilities and impairments. This reflects well on your company’s inclusivity and attention to detail.
• Responsive: automated acknowledgments for received applications, realistic timelines and expected process enhance the candidate experience.

A critical phase where candidates form deeper impressions of your company culture and values and interact with your employees.

• Be prepared: Interviewers should be familiar with the candidate’s CV, application, and role specifics.
• Show respect: Be punctual for interviews and available for the full duration of the process.
• Be transparent: Communicate the structure of the recruitment and format of interviews, which will put candidates at their ease and help them fully prepare.
• Be open: Encourage candidates to ask questions about the role, team, and company culture. This will provide them with necessary information and shows you value their input.
• Share feedback: Provide timely and constructive feedback after each interview stage. No matter the outcome this will help leave them with a positive impression of your company.

A crucial stage before and initially joining your company with nearly 70% of employees more likely to stay with a company for three years if they had a positive onboarding experience.

• Have a detailed onboarding plan ready before the new hire’s start date: necessary paperwork, a schedule of training sessions, and introductions to key team members. This could include a welcome package, a personalised welcome note, and a team lunch. Assign a mentor or buddy can help new hires acclimatise faster and feel more connected to the team.
• Consistent support and recognition during the initial months can significantly enhance job satisfaction and performance. Schedule regular check-ins to discuss progress, address concerns, and provide feedback. Acknowledge contributions – no matter how big or small – will help to reinforce positive behaviour and motivate new hires.