The labor market is becoming increasingly competitive with the emergence of global companies and startups. This presents candidates with more job opportunities than ever before. The entry of Gen Z into the workforce has significantly changed the definition of job stability. Therefore, companies must focus on enhancing the candidate experience to attract this new generation of talent.
To help you improve this aspect, Hireforce has shared strategies and content related to enhancing the candidate experience. By the end of this article, you will be equipped to attract and retain top talent in this competitive market.
Why Should You Care About Candidate Experience?
Here are three reasons why you should prioritize the candidate's experience:
1.1 Talent Competition:
The concept of "job hunting" is no longer relevant in today's modern recruitment environment. The relationship between employees and employers is becoming more balanced and mutually beneficial (win-win).
This is particularly important as Gen Z enters the workforce and numerous companies compete within the same industries. As a result, companies must compete to attract and retain talent because they understand that the quality of their human resources is a decisive factor in their success.
1.2 Labor Shortage:
Industries like information technology and e-commerce are currently facing a shortage of candidates, making talent attraction and retention a pressing requirement. Additionally, the growing trend of non-traditional work options like KOLs, KOCs, bloggers, and freelancers has made full-time employment less of a priority than before. Instead, workers prefer flexible and self-managed work models.
Nevertheless, the labor shortage persists, especially in companies that need a large workforce with average salaries or require employees to work night shifts, overtime, or perform strenuous and hazardous tasks. This creates significant pressure on finding and retaining talent in these fields.
[Image depicting candidate shortage] Source National League of Cities
1.3 Recruitment Trends:
The impacts currently facing the labor market have prompted companies to change how they understand and treat their human resources. Candidate experience has become one of the important methods to attract, connect, develop, and retain talent within the organization.
Furthermore, recruiting the right employees helps companies optimize costs, maintain stability in production, and increase labor productivity. Therefore, candidate experience will become prevalent in all types of companies, including both private enterprises and public institutions.
What is the Candidate Experience Journey?
The Candidate Experience Journey is the process a candidate goes through when interacting with an organization during their job search. The goal of the candidate experience journey is to create a positive and impressive experience for the candidate, even if they are not hired.
Stages of the Candidate Experience Journey
The stages of the candidate journey can vary depending on each organization and specific recruitment process. Here are some of the common stages in the candidate experience journey:
- Research and Awareness
- Application Submission
- Application Acknowledgment
- Initial Screening Interview
- In-person or Video Interview
- Reference and Background Checks
- Job Offer
- Final Checks and Contract Signing
- Onboarding and Training
How to Enhance Candidate Experience?
The simplest way to improve candidate experience is to put yourself in their shoes. Consider what they expect from a company and try to optimize each stage of the recruitment process. You can also enhance it further by consulting and developing based on the following suggestions:
Building a Positive Candidate Experience Journey
A positive candidate experience journey ensures that both successful and unsuccessful candidates have a positive impression of the company. This contributes to building a strong brand image for your organization.
All of the following steps will help you build a positive candidate experience journey:
1 Building Your Company's Image and Brand Values
- Build your employer brand by reflecting the goals, values, and culture of your company.
- Use your website, career page, social media, and recruitment materials to showcase your company's "image."
Example:
Hireforce has a modernly designed career website that showcases a friendly and diverse work environment. The company emphasizes the motto "Find a job you love" to demonstrate its commitment to the personal development of candidates.
2 Defining Your Target Audience
- Clearly understand your target audience, including their skills, needs, and job aspirations.
- Categorize candidates based on job positions and development goals.
Example:
Hireforce focuses on finding candidates with expertise in the field of information technology and related fields.
3 Optimizing Your Recruitment Website
- Ensure that your recruitment website is easy to use, modern, and functions well on both mobile devices and desktops.
- Provide detailed information about jobs and job positions.
Example:
Hireforce's recruitment website is optimized for mobile devices, making it easy for candidates to access job information at any time. They provide detailed information about each job position, including job descriptions, requirements, and benefits.
4 Creating a Smooth Application Process
- Use applicant management software to automate repetitive tasks, minimizing response time.
- Set up notification and update systems to keep candidates informed about the application progress.
Example:
Hireforce uses an automated applicant management system to identify the most suitable candidates for job positions. They provide candidates with a chart of the application progress and estimated time for candidates to have a clear view of the process.
5 Professional Communication
- Provide prompt and frequent feedback to candidates throughout the application process.
- Ensure that communication via email, phone, and other channels is always professional and shows care for the candidate.
Example:
Hireforce is committed to sending an email confirming receipt of the application immediately after the candidate submits it. They provide phone support for candidates with questions and always keep communication channels open to receive feedback.
6 Providing Constructive Feedback
- After each step of the application process, provide detailed feedback to candidates about their results and strengths and weaknesses.
- Suggest ways candidates can improve their skills and recommend development opportunities.
Example:
After the interview, Hireforce provides detailed feedback to candidates about the results and offers advice for them to improve their skills and preparation for the next application.
7 Building Long-Term Relationships
- Maintain contact with candidates after they are not hired, sending company news and new job opportunities.
- Invite them to join the company's community, such as social media events or online forums.
Example:
Even when candidates are not hired, Hireforce maintains contact and sends information about new job opportunities via email or social media. The company organizes online meetings and social media events to maintain relationships and encourage candidates to join the company community.
8 Measuring and Improving
- Track and evaluate the performance of the candidate experience journey by collecting data and feedback from candidates.
- Use this information to continuously improve the recruitment process and candidate experience journey.
Example:
Hireforce uses feedback from candidates and data on the recruitment process to assess and improve the candidate experience journey. The company regularly adjusts the process to become easier and better meet the needs of candidates.
9 Developing Your Recruitment Team
- Ensure that recruiters are trained and proficient in the recruitment process as well as professional communication skills.
- Create a comfortable and supportive work environment so they can interact effectively with candidates.
Example:
Hireforce ensures that their recruiters are fully trained in the recruitment process and professional communication skills. The company creates a friendly work environment so that employees can effectively interact with candidates and build trust.
Conclusion
Candidate experience is not just a concept; it is a crucial strategy for creating competitiveness and strong connections between employees and the company. It not only helps you attract and retain talented individuals but also helps you build a strong, efficient, and dynamic organization. That's why candidate experience is becoming an indispensable standard for all companies, from private enterprises to public institutions.
