In my recent posts, I talked about how leading companies are simplifying their job application process to promote a positive candidate experience.
However, candidates are expecting a bit more than the traditional practice of resume submission for a job opening.
33% of job seekers want an automated email sent to them after applying.
This demand urges companies to adopt a new approach towards candidate experience.
One way of doing so is going social.
Companies are using the power of social media. They let the candidates apply for a job through social logins. Microsoft has social logins on its job application page. This saves the candidates from creating a separate account for submitting their resume.
Let’s talk about a few companies which follow a different approach to ask for candidates’ resumes other than direct resume submissions.
AllyO is redefining recruitment by bringing the hiring process to the candidates. Its AI technology engages candidates through texting over web and mobile. With big clients in its pocket, it has processed millions of candidates’ interactions and scheduled thousands of interviews.
A great platform where candidates can apply for multiple jobs together. ZipRecruiter is an online employment marketplace and a leading job search app on Android and iOS. With an aim to help people find meaningful employment, its technology sends jobs to 100+ job sites letting candidates apply from any device.
ZippyApp allows candidates to apply for a job via a QR code instead of submitting a resume. You will find hiring portals providing job descriptions. Visit these portals by typing a URL or scanning a QR code, choose a job and click ‘Apply’.
Sutherland has a chatbot, Tasha, which answers the queries of candidates when the recruiting process begins. It reaches out to candidates through dialogue boxes and text messages. If the candidate is about to opt out of the recruitment process, the chatbot pokes him/her and can even schedule an interview. It also follows up with candidates who drop out of the recruitment process.
Virgin Atlantic uses an innovative method of attracting candidates. Its in-flight entertainment features recruitment ads which motivate people to join the company. In a way, the company is targeting its customers to become its employees.
The company focuses on making job descriptions more mobile-friendly. It uses Textio to scan phrases which can be a put off for candidates. It has also won the 2018 North American CandE Awards.
Marriott Hotels used gamification to attract talent. They started a game to let candidates learn how it felt to work in a hotel kitchen or restaurant. Marriott took this game to Facebook and received a positive response from the candidates.
Apart from providing a resume parser API, RChilli is also offering RScript, a web plugin. It is designed with an objective of reducing the integration time of a resume parser from two hours to just two minutes. With a simple JScript, you are all set to create a Go-To-Market strategy from a parser to a web page in less than 5 minutes. It provides a positive experience to candidates as they only need to upload their resumes and the fields will be auto-filled by RScript. The users will be at ease as this plugin brings a major shift in the integration process with ready-to-use JSplugin.
What are your views on this new approach? Share with us.
Originally published at https://www.linkedin.com/pulse/new-approach-towards-candidate-exper...