In recent years, the recruiting landscape has shifted drastically. Candidates searching for jobs have more power over the job opportunities than they used to be. Let’s try to understand why companies are unable to adapt to the Candidate-driven market. To start with, many companies are following an outdated hiring process despite the high competition in this market. These practices are affecting negatively several companies. Here are some instances of wrong practices in recruiting:
Negative Candidate Experience:
While someone is applying for a job in your organization you have to make sure that they are given a space that is agreeable to them. Creating a negative impression through their interviews and joining process, can be responsible for making an adverse impact on their candidate.
Losing Talent:
This is a candidate-driven market and often companies are losing their candidates to their competitors or other more popular brands. Most of the time candidates have multiple offers and they can choose which company will be more convenient for them after giving an interview in each of the companies. And studies show that they make this decision based on their candidate's experience with a certain company.
Less-Qualified Candidates:
Due to poor candidate experience, highly efficient candidates are choosing other companies who have offered them a more positive experience. Therefore, companies are forced to choose less-qualified candidates for their organization and this impacts the productivity of that particular organization.
How Companies Can Improve themselves in This Field?
First, they have to reject their pre-existing hiring process and try the latest hiring process to not just attain their best potential for your company. Here are the best options for a smarter hiring process:
- Be more responsive to your candidates, maintain an effective interaction, answer their queries, and help them to do better in the interviews.
- The company should feel like a safe space where you can provide them with a positive candidate experience, whether you are hiring them or not.
- Be ready to train your candidates.
If your organization follows these steps, they will create an optimistic impression on your candidates. With more satisfied candidates, a company can thrive in the long run and also the organization can benefit from hard work and diligence.
What is the Candidate's Experience?
Candidate experience isn’t just about the interview! It also depends on various aspects, from interaction to touchpoints, from the time the candidate hears about the job opportunity to the time the candidate has experienced 45 days in your organization. This comprehensive period will allow a company to create a positive impression on the candidate effectively. Here’s how this quotient is affected. For a recruiter, it is essential to understand that a poorly executed hiring process can discourage applicants.
Here are some instances that will help you gain better results for your company:
- Be prepared for the interview process.
- Provide feedback to your candidates.
- Ghosting candidates is the worst part of it.
An employer should make sure that a candidate is feeling comfortable while they are appearing for the interview. Also, be prepared to answer their queries related to the company and work. It further helps you make good conduct with the employee. This cooperation is not only suggested for those whom you are going to recruit for your organization but also for those who haven’t made it to the job offer. This impression will determine whether they are going to reapply for any other vacancies for your company or not. Also, make sure that there isn’t an inside joke on your HR team when “I’ll get back to you” never happens. Following the aforementioned tips will help you build a wonderful company reputation where you don’t have to collect negative feedback online and can engage efficient employees in your projects.
