Are you unable to convert the best talent? Do you find it difficult to retain them in your recruitment process? The solution to your problems may lie in inbound recruiting. To convert the most promising candidates into collaborators, find out how to improve their candidate experience. The recruitment consultants will come up with the best talents based on the below matters.
Candidate experience: definition
Candidate experience refers to the perception that candidates have of integrating the recruitment process of a company. Concretely, it translates their different feelings at each contact with the recruiting company. The path that enabled them to find the job offer, the application, the waiting time between each interaction (between two interviews for example), etc., until they were hired or rejected. In inbound recruiting, we consider that the application experience extends upstream of the job search and downstream of the hiring. Indeed, a recruitment marketing strategy is made up of 3 stages:
- Attract talent with an authentic and attractive employer brand.
- Convince candidates to join the company with a positive candidate experience.
- Build employee loyalty with a personalized and transparent integration process.
What is inbound recruiting?
Candidate experience and employer brand: pivots of inbound recruiting
If the three stages of inbound recruiting described above are all complementary, the candidate experience and the employer brand certainly constitute the basis of an effective human resources marketing strategy. Indeed, candidates can quickly check whether the discourse deployed on the employer brand upstream of the recruitment process is consistent or not with the reality of the company.
For example, if you highlight the digital and connected aspect of your business through editorial content on your career site, but you do not offer to carry out a video interview with a remote candidate, the experience will necessarily be disappointing for the latter. This is how the whole recruitment process ─ from job search to integration of the profiles selected within the teams ─ will be impacted.
Thus, each point of contact between talent and the company must be thought out to create a transparent, “real” candidate experience. Content available on the career site, quality of telephone and face-to-face interviews, reactivity of reminders, etc.
Make sure you offer a candidate experience that allows candidates to easily project themselves within your company.
What is the impact of the candidate experience on recruitment?
The consequences of a negative candidate experience can be harmful for the employer’s branding strategy, and even beyond. According to a study published by the recruitment site CareerBuilder in 2015, 52% of candidates are less inclined to buy or recommend the products or services of a company following a bad recruitment experience. We can thus compare the candidate experience to the client experience. A customer satisfied with a brand will recommend it on average to 2 people, while a dissatisfied customer will share their disappointment with 20 people on average.