Two Essential Components of a Positive Candidate Experience

Posted by Kimber Crumlish on Thu, Apr, 06, 2017 @ 10:04 AM

positive.jpeg

What is the candidate experience, and why does it really matter?

Recruiting.com defines the candidate experience as the series of interactions that a job seeker has with your company throughout the recruiting process. These interactions include any communication that a candidate receives from your brand messaging, software systems and/or employees.

Clearly, the candidate experience is important to job seekers—and thus critical to employers. But how do you help ensure you’re providing a quality candidate experience? One way is by focusing on these two essential components: quality communication and effective management of the candidate process.

Quality Communication

Anybody who’s applied for a job knows that candidates are eager to hear back from employers. Yet often candidates are left in the dark, waiting weeks or even months for emails or phone calls that may never come.  

So it’s no surprise that 34% of job seekers say that more communication during the hiring process would improve their candidate experience. The only surprise is that the percentage isn’t ever higher. 

More evidence that communication from employers is often lacking comes from a CareerBuilder study: 36% of candidates expect to be updated throughout the application process, yet only 26% of employers actively communicate to candidates what stage of the process they’re in.  

The takeaway is clear: evaluate your communication with candidates. Are you consistently letting them know the information they want to know (if they’re being considered for a position, if they’re moving forward in the process, if they’re out of the running, etc.) in a reasonably timely manner? Or are you leaving them wondering and waiting?  

Candidates don’t want to be left hanging—even if they aren’t going to be considered for a position. The easiest and best way to keep them informed, and to give them a positive experience, is to provide regular, clear communication from the start. 

How Modern Talent Acquisition Software Can Help: Technology prevents candidates from falling through the cracksin your communication by sending automated email communication to candidates based on where they are in the process. The right messages are sent to the right candidates at the right times—every time. 

Effective Management of the Candidate Process

If your candidate process goes on … and on … and on, candidates will sour on their experience and your organization no matter how well you communicate with them. 

In fact, 83 percent of job seekers say that a long hiring process would either significantly or somewhat worsen their candidate experience. It’s critical to get candidates from the application to the end of the process in a reasonable time frame. That means moving candidates from stage to stage in your process in a reasonable amount of time. It’s also important to limit the pain candidates experience in any stage of the process. 

It’s worth noting that the start of the candidate process is a common trouble spot, with 90% of job seekers calling extremely long application forms a cause of a poor candidate experience. Limiting the pain candidates experience in filling out your application forms is a key part of getting more candidates to apply, and for getting the entire candidate process off to a good start.  

How Modern Talent Acquisition Software Can Help: Software helps your hiring process run smoothly for all parties. It makes applying easier by prepopulating relevant application forms with data pulled from LinkedIn, job boards and straight from résumés. And it provides routing notification to immediately inform your internal team when it’s time to take a next step in the hiring process. This eliminates internal process delays and miscommunication, two common causes of long hiring processes. 

For more tips on improving your candidate experiece and overall recruiting success, check out our webinar recording: 

Game Changing Strategies to Elevate Your Recruiting Success 

View Recording 

 

Tags: candidates, candidate experience, applicant experience, Hiring, recruiting

The Evolving Role of Recruiters

Posted by Mark Jackson on Fri, Mar, 03, 2017 @ 11:03 AM

switching ATS image-2.jpeg

Recruiters as brand ambassadors – as opposed to salespeople - for your organization

Let’s face it. It’s a candidate-driven marketplace out there. It is more difficult than ever to attract and retain qualified employees. As a recruiter, you’re charged with filling open positions with the most qualified candidates. But there’s more to it than attracting top talent; you need to find the right match for your organization so every hire becomes a productive, engaged, long-term employee. Competing for talent in a buyers’ market requires the recruiter’s role to evolve from a transactional salesperson to a brand ambassador – responsible for establishing the organization’s reputation as a desirable place to work, and keeping the attention of both today’s and tomorrow’s job seekers. Just what makes a brand ambassador and how can you get there?

Convey Your Brand

As an ambassador, your job is not to sell applicants on your company. Instead, you want to serve as a matchmaker, accurately communicating the organization’s brand and identifying applicants’ individual brands to find an ideal match.

What do we mean when we speak of a brand? In this context, it’s not a marketing term. Your brand is your organization’s essence – it’s core values. It helps to think of the organization as a person and assign personality traits to it. Is your organization resourceful, adaptable, creative, independent, serious, spontaneous, responsible? And you’ll need to think beyond the organization’s brand to consider both the department and hiring manager’s brands as well.

You, as a recruiter, are the initial human point of contact for your company’s brand and are in the unique position of using both your experience and your discretion to make vital hiring decisions. You’re searching for a brand match – the perfect relationship where both parties share parallel goals and approach professional life in similar way. 

Salesperson Versus Ambassador

What is ambassador-style recruiting? Essentially, it boils down to respect for the candidate. A respect for their time, their goals, their skills and their potential contribution to your organization. Here’s a look at some of the pronounced differences between salesperson- and ambassador-style recruiting. 

Salesperson-Style Recruiting

Ambassador-Style Recruiting

Match based exclusively on resume to job comparison

Match based on meeting the brand vision and goals

Focus on easily-defined “hard” skills

Consideration of “soft” skills like leadership, oral and written communication

Success based on filled vacancies and speed

Success based on engagement

On-boarding is company-focused (internal tasks and paperwork)

On-boarding is part of the employment experience and geared to promoting early success

Applicant Experience and Onboarding

An ambassador-style recruiter should understand what’s it like to be an applicant, and hone the recruiting and onboarding process to be an overall positive experience. The Society for Human Resource Management (SHRM) reports that new employees decide within the first 30 days whether they feel welcome in the organization, and that one in 25 leave their jobs because of a poor (or nonexistent) onboarding program. There are areas in the applicant experience to focus on: 

  1. First impressions: Are your job listings up-to-date and does the language accurately reflect the position and the ideal applicant? Do the listings help convey your brand? Do applicants receive confirmation of the submittal of their resume or application?
  2. Process: Does the process move smoothly with organized, timely interviews? Do you process resumes efficiently? Are non-selected applicants politely notified?
  3. Finalization: Is the onboarding process geared to the applicant? Do they have the tools they need to succeed? Are early expectations communicated?

As part of the applicant experience, we can’t stress enough the importance of treating each applicant with the respect they deserve. You should be looking to attract not just today’s applicants, but tomorrow’s as well. Today’s runner up may be tomorrow’s perfect candidate.

The ambassador-style recruiter is focused on building relationships, not closing deals. By putting the applicants’ first, respecting their time and individuality, and meshing their brand with yours, your organization has the best chance to win top talent - today and beyond.

For more game-changing strategies that will dramatically improve your recruiting process, register below for webinar on March 7th, 2017 at 2:00 pm EST:

Game Changing Strategies to Elevate Your Recruiting Success

Tags: candidate experience, recruiter, applicant experience, Hiring, recruiting, recruiting strategy

Saying “yes” to Employee Engagement - It’s a long-term commitment that starts with recruiting

Posted by Mark Jackson on Wed, Dec, 28, 2016 @ 08:12 AM

saying i do to employee engagement.jpeg

Employee engagement is a workplace concept that refers to how committed employees are to their organization’s goals and values, and how motivated they are to contribute to the organization’s success. Research has shown that highly engaged employees: 

  • Are more customer focused, more creative at work, and take less sick leave
  • Care about the future of their organization and put in greater effort to help it meet its goals and objectives
  • Feel proud of the organization they work for, are inspired to do their best, and motivated to deliver
  • Are much less likely to leave the organization.

Perhaps it’s not surprising then, that companies whose employees express a high level of engagement are more profitable, have greater revenue figures, and have higher levels of customer satisfaction. A company that values its employees and invests in them right from the beginning is laying the foundation for high levels of engagement. Here are some ways your organization can begin building employee engagement during the recruiting cycle.

Meet Them Where They’re At

Social media has quickly become a powerful recruiting tool. In fact, a recent Aberdeen Group survey reported that 68 percent of “best in class” recruiters think social media is “crucial” to their recruitment strategies. Your company’s LinkedIn, Facebook, and Twitter accounts can help you spread the word about new job opportunities. They also help put a human touch on your organization, providing a way to introduce and showcase elements of your corporate culture and mission.

Respect Their Time

Strive to be an employer that respects candidates’ time and efforts by streamlining the application process. Post open positions to your company’s website and/or an online job board like Monster.com® and Careerbuilder.com®. Make it simple for them to apply to more than one position at a time. And, send an acknowledgement email letting them know that their resume was received. An applicant tracking and recruiting solution, like Cyber Recruiter, can automate and streamline these tasks, integrating them fully into your workflow.

Conduct Effective Interviews

An interview is the first impression for both employer and candidate. It’s not only a chance for you to assess the candidate; it’s also the candidate’s chance to observe your corporate culture. As many as 42 percent of companies now employee video conferencing (solutions like Spark Hire) in the interview process. This is a great way to give both parties that vital first impression without either of you incurring the expense of an in-person interview.

Make Your Proposal  

Once you’ve identified your next hire, make the proposal a good one. Prepare and send an offer letter along with onboarding forms. Applicant Tracking Systems (ATS) help speed and automate this part of the process, letting your candidate know you value them and respect their decision-making process. And of course, the applicants that were not selected deserve the same level of respect, so be certain you send them an email or letter as notification.

Prevent Information Overload

On your new employees’ first day on the job, don’t inundate them with paperwork. Much of the necessary information was gathered during the recruiting cycle, and if you’re using an ATS, that data can transfer seamlessly to your payroll and HRMS applications, eliminating the need for duplicate data entry. 

Use that first day instead to make the new employee feel welcome with an office tour, introductions to key personnel, and a welcome gift bag filled with product samples and company swag. 

Striving for high levels of employee engagement simply makes smart business sense. Think of employee engagement as a long-term, evolving relationship between your organization and your employees - one that begins long before the employee starts to work. By building employee engagement strategies into your recruiting methods, you are demonstrating that yours is a company that invests in its most valuable assets.

engagement_infographic_.jpg

For more valuable information about employee engagement and improving the talent acquisition process, check out our best practices guide - 

Best Practices Guide – 4 Key Steps to Successful Talent Acquisition

 

 Related Posts: 

Tags: company culture, employee engagement, candidate experience, Hiring, Job Candidates

How Assessments help companies make smart hiring choices

Posted by Mark Jackson on Thu, Oct, 13, 2016 @ 13:10 PM

assessments-hiring_decision.jpeg

You might be surprised to learn that the country’s best salespeople hail from Iowa. Or that Oregon produces more CEOs than any other state. (We’d be surprised too, since we just made that up.) But what if you actually had predictive insight like that? What if you could screen applicants by certain indicative elements, in order to better predict their success with your organization? Well the fact is, you can. Employee assessment tools enable you to use key data points and predictive analytics to refine and improve your recruiting efforts. And when assessment tools are an integrated component of your recruiting solution, the value of both becomes even greater. Let’s learn more.

Assessments help you hire the best

Employee assessments and predictive analytics is changing the way organizations search for, find and retain top talent. When applied to recruiting, these tools help to:

  • Screen out candidates lacking key skills
  • Identify top talent that demonstrate the competencies required by the job
  • Provide further insight into key behavioral traits and motivators that individuals bring to the job
  • Identify benchmarks to invest in future recruitment efforts for certain skills

 

Assessments to help your team reach their potential

The value of employee assessments doesn’t end after the hire. You can continue to use various assessment tools to make smart investments in your team – helping every employee find and maximize their strengths. In fact, people who use their strengths every day are six times more likely to be engaged in their work and three times more likely to say they have an excellent quality of life. And we all  know how important employee engagement is.

When assessment tools are wisely used among your workforce, they help to: 

  • Increase motivation and team performance
  • Retain key members of staff
  • Develop cohesive leadership teams
  • Identify future leaders
  • Increase sales performance
  • Identify applicants’ strengths (and weaknesses) to better align future training

 

Integration leverages the power of assessments

Once you decide to embrace the value of employee assessment tools, you’ll need a place to securely store the data you’re collecting. That’s where the value of integration comes in. By integrating your recruiting/applicant tracking solution with your assessment solution, you have a single source for the insight and information about your applicants and your personnel. We currently partner with two employee assessment companies: Gallup and Predictive Insight, integrating their assessment tools into Cyber Recruiter, our recruiting/applicant tracking solution.

Integrating an applicant tracking solution like Cyber Recruiter with an employee assessment tool provides a streamlined assessment process, making the results of those assessments more functional, through the ability to: 

  • Directly take applicants to an assessment survey after they complete an online application
  • Email a link to the assessment survey to applicants as desired
  • View and share the results of the assessment survey from within Cyber Recruiter

We’d be pleased to share our experience with employee assessment integration. Contact us to start the conversation. For more helpful hiring insights, read our new article - Best Practices Guide - 4 Key Steps to Successful Talent Acquisition

 

 4 Key Steps to Successful  Talent Acquisition

 

Tags: cyber recruiter, employee engagement, applicant experience, Hiring, assessments, recruiting, hiring assessments, applicant tracking solution, integrated recruiting system

Rethinking the Role of Recruiters

Posted by Mark Jackson on Thu, Aug, 04, 2016 @ 07:08 AM

recruiter-ambassador_superhero.jpg

Recruiters as brand ambassadors – as opposed to salespeople - for your organization

Let’s face it. It’s a candidate-driven marketplace out there. It is more difficult than ever to attract and retain qualified employees. As a recruiter, you’re charged with filling open positions with the most qualified candidates. But there’s more to it than attracting top talent; you need to find the right match for your organization so every hire becomes a productive, engaged, long-term employee. Competing for talent in a buyers’ market requires the recruiter’s role to evolve from a transactional salesperson to a brand ambassador – responsible for establishing the organization’s reputation as a desirable place to work, and keeping the attention of both today’s and tomorrow’s job seekers. Just what makes a brand ambassador and how can you get there?

Convey Your Brand

As an ambassador, your job is not to sell applicants on your company. Instead, you want to serve as a matchmaker, accurately communicating the organization’s brand and identifying applicants’ individual brands to find an ideal match.

What do we mean when we speak of a brand? In this context, it’s not a marketing term. Your brand is your organization’s essence – it’s core values. It helps to think of the organization as a person and assign personality traits to it. Is your organization resourceful, adaptable, creative, independent, serious, spontaneous, responsible? And you’ll need to think beyond the organization’s brand to consider both the department and hiring manager’s brands as well.

You, as a recruiter, are the initial human point of contact for your company’s brand and are in the unique position of using both your experience and your discretion to make vital hiring decisions. You’re searching for a brand match – the perfect relationship where both parties share parallel goals and approach professional life in similar way. 

Salesperson Versus Ambassador

What is ambassador-style recruiting? Essentially, it boils down to respect for the candidate. A respect for their time, their goals, their skills and their potential contribution to your organization. Here’s a look at some of the pronounced differences between salesperson- and ambassador-style recruiting. 

Salesperson-Style Recruiting

Ambassador-Style Recruiting

Match based exclusively on resume to job comparison

Match based on meeting the brand vision and goals

Focus on easily-defined “hard” skills

Consideration of “soft” skills like leadership, oral and written communication

Success based on filled vacancies and speed

Success based on engagement

On-boarding is company-focused (internal tasks and paperwork)

On-boarding is part of the employment experience and geared to promoting early success

Applicant Experience and Onboarding

An ambassador-style recruiter should understand what’s it like to be an applicant, and hone the recruiting and onboarding process to be an overall positive experience. The Society for Human Resource Management (SHRM) reports that new employees decide within the first 30 days whether they feel welcome in the organization, and that one in 25 leave their jobs because of a poor (or nonexistent) onboarding program. There are areas in the applicant experience to focus on: 

  1. First impressions: Are your job listings up-to-date and does the language accurately reflect the position and the ideal applicant? Do the listings help convey your brand? Do applicants receive confirmation of the submittal of their resume or application?
  2. Process: Does the process move smoothly with organized, timely interviews? Do you process resumes efficiently? Are non-selected applicants politely notified?
  3. Finalization: Is the onboarding process geared to the applicant? Do they have the tools they need to succeed? Are early expectations communicated?

As part of the applicant experience, we can’t stress enough the importance of treating each applicant with the respect they deserve. You should be looking to attract not just today’s applicants, but tomorrow’s as well. Today’s runner up may be tomorrow’s perfect candidate.

The ambassador-style recruiter is focused on building relationships, not closing deals. By putting the applicants’ first, respecting their time and individuality, and meshing their brand with yours, your organization has the best chance to win top talent - today and beyond.

For more on ambassador-style recruiting, check out our on-demand webinar

What Every Company Ought to Know about Ambassador Style Recruiting

Tags: candidate experience, recruiter, applicant experience, Hiring