<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=555865791448670&amp;ev=PageView&amp;noscript=1">

Hire job fit candidates. Faster.

All Posts

Have you heard about the chain reaction? If you’re thinking…. did she really ask me if I have heard what a chain reaction was? Then yes, I did!

I know it is a blog about recruiters and candidates, but really, do you know WHAT IS A CHAIN REACTION?

Well, if you don’t, here’s what it means-

“A chain reaction is a sequence of reactions where a reactive product or by-product causes additional reactions to take place.”      -  Wikipedia

To help you understand how is it related to the candidate experience. Here’s a story-

“I once had an interview scheduled at 10.A.M in the morning. I reached there and to my surprise, there wasn’t anyone present to greet me. The recruiter herself was running late, and I was told “she’ll reach the office within 20mins”. However, I was there till 12.30 P.M but the recruiter didn’t show up. Then, two senior employees with very little knowledge about my work domain decided to take my interview. Finally, I left the building at 1.30 P.M without meeting the recruiter. Even though I really needed a job at that point in time, I had made up my mind not to settle for it. They called me again, and without an apology, I was asked to submit an assignment. This is was the last nail in the coffin and I decided not to associate with them.”

Now, do you think I would recommend them to others?

You are right, no! I won’t and this is the chain reaction i.e., the company’s overall branding will be hampered wherever I go, and from there so on and so forth.

This is exactly what happens when you, as a recruiter, don’t take efforts to enhance the overall candidate experience. 

What Is Candidate Experience?

Candidate experience is all about respecting the candidates as well as their time.

How do you treat them when they come to your office, regardless of whether they are selected or not? 

If you have told them “we’ll get back to you” then give them a call with feedback within a stipulated amount of time. 

Be prompt towards the candidate and lastly, not treating anyone as an option! 

When Does Candidate Experience Begins?

It starts at the same moment when you post a job opportunity on your preferred recruitment platform.

It goes till the hiring process and even extends till you and the candidate decide to part ways.

However, caring about candidate experience is not all about the cool merchandise or gifts you give to the candidate.  It can certainly be termed as a part of it).

But, candidate experience is all about how the organization treats the candidate right from the first point of contact till the end of the process. How long do you make the candidate wait, how many times you do or do not reschedule the interviews, and so on. 

Trust me, those merchandises that you hand over to the candidate as a thank you gift won’t change the opinion about the organization.


Why Does Candidate Experience Matter And Who’s Responsible?

When you post a job requirement, it reaches to an unlimited number of people all across the internet.

The number of people you connect with, over a job description is 10x more than what it would be 10 years back.

Now, think about all the candidates you’ve interacted with to fill different jobs in the last year.

The way you respond to them, coordinate with them and eventually finalize the entire process of interviewing/hiring with them, creates an image of your organization in their head.

If you carry out the entire process right, no matter whether the candidate is selected or not, they become the promoters of your company. They would be more than willing to share their experience with their professional connections.

And, that’s exactly what you are looking for! Now, the question arises….


Who’s Responsible For Candidate Experience?

Like us, Bullhorn was also keen to know the responsibility factor when it came to candidate experience.

Therefore, the result was 48% said it is the individual recruiter's responsibility. However, 45% said it is a shared responsibility i.e., recruiters and the whole organization. 

I can’t agree more with the latter 45%. I know since the recruiter is in the front lines with the candidates, they are more accountable. But, that doesn’t mean they are fully responsible.

However, it isn’t hard to understand that improving the candidate experience is a team effort.

Little things like how welcoming and helpful the other employees of the company are, also play a major role in building a good experience for the candidate.

Here’s something we can learn from the consumer industries. They are way ahead of the game when it comes to enhancing the customer experience.

They have consumer feedback portals and they want the customer to experience the least amount of inconvenience.

A recruiter can introduce similar metrics in the organization to measure the candidate experience and how they can improve it.

However, when such an organization-wide feedback method is introduced, the responsibility doesn’t only rely on the shoulders of the recruiter. It is everyone’s responsibility.

What are your opinions on candidate experience? Does the candidate experience matter in your recruitment strategy? When do you think organizations will start taking candidate feedback?

Nivedita Joshi
Nivedita Joshi
Nivedita is a content writer by profession. She strives to make her content as relatable and informative as possible for the readers. On a personal front, her knack for trying out different cuisines and exotic food is unrivaled. In her free time, she writes quatrains on her Instagram page.

Topics: Recruitment

Related Posts

Benefits of One Way Video Interview!

Human civilization has had technological advancements one after the other over the years. These advancements have taken over the recruitment industry too. The recruitment industry has come a long way, refining and making its recruitment process more advanced and easier for both candidate and management.

Recruitment Trends To Expect In 2020!

In recent years the recruitment process has evolved and continues to do so! It is all about data-driven recruitment now, with a pinch of human emotions! Many new trends came in the recruitment industry over the past couple of years, years pass and trends change!

Employee Engagement Trends to Watch for in 2020

In a landscape full of expensive work laptops, catered lunch, and other fancy benefits, engaging employees today is harder than ever. Despite these perks, however, the New York Daily reports that 70% of US employees are miserable at work. This is a large indicator of how leaders are still having trouble stimulating engagement with today’s employees, which is a workforce more diverse and younger than ever before. As new developments in technology and social norms occur at such a rapid pace, keeping up with the changing workforce and knowing how to engage employees can get a little difficult. That said, we’ve outlined a few ways you can stay ahead and have listed the incoming employee engagement trends of 2020. Be sustainable The millennial generation, who are in-line to be the next executives, want to work for companies who are sustainable — and the numbers don’t lie. A survey conducted by Swytch found that out of 1,000 employees, 70% are more likely to work for a company that has a strong green footprint, with 30% leaving a company due to not having a corporate sustainability agenda. Fortunately, it’s not that hard for companies to adapt — even using renewable energy is something that most companies can do, as it’s not as hard nor as expensive as it was before. In fact, thanks to decades of improved technology, Marcus notes that it's cheaper than ever to generate power from a solar grid. This is mainly because the cost to make it has lowered, making it possible for solar-powered projects to thrive, and companies to get into sustainability. While it isn’t meant to be a marketing scheme, being sustainable also provides an opportunity for outward marketing and branding as well. Offer remote or flexible work schedules Today’s generation highly values a work-life balance, and by offering remote or flexible work options, you’re fostering a culture that values these principles. This will increase employee retention as they see their employers value the same thing they do. Not to mention, quality of work and productivity will increase as granting them control over their time lets them choose the work times and environments that are best for them. If you want to start offering flexible work schedules, transitioning isn’t as hard as you think. Our article on ‘5 Ways to Effectively Improve Employee Engagement’ explains that you can start by offering telecommuting days, which lets employees work from home for 2 or 3 days a week. Download time-tracking tools and messaging apps such as Slack or Microsoft Teams to make collaborating and transitioning easier. Remember to also train managers to handle their new team of remote/flexible workers, as managing a flexible workforce isn’t the same as a traditional one. Provide opportunities for growth With the current technology, employees have an easier time developing their skillset — but they don’t want to do this without an opportunity to grow. Providing employees a clear path for growth along with some guidance will make them more motivated to reach higher and engage with the company. Without this, employees will become stagnant or feel demotivated as there are no goals to reach within the company. That said, make sure to pair your employees with mentors, or let them know about the next step in the corporate ladder and how to reach it. Provide seminars, give them challenging tasks, and let them have more opportunities to grow through conventions or events. An employee who feels like they’re valued by a company enough for the company to invest in their growth is an engaged one, and there’s no better way to do this than to give them opportunities