When thinking about the candidate experience, it’s important to note the breadth of the interactions that you have with candidates in your recruiting process. Once you understand where you interact with candidates, you will be able to improve your process to make sure these interactions are leaving candidates with a better experience.
There are a number of areas you can improve your candidate experience, but when it comes down to it, if there is one thing you can do to improve the overall candidate experience it would be to focus on “closing the loop”. This concept is one born out of conversations with Ed Newman (co-founder of the Candidate Experience Awards) and is a pretty simple mantra.
For every action taken by a candidate in your recruiting process, an equal reaction should be taken by the employer (i.e. close the loop of this interaction.)
To explain the concept a little further, I’ve included some scenarios below of interactions probably already happening in your recruitment marketingprocess and what the appropriate reaction should be:
It’s simple. For every action taken by a candidate, a company should make a corresponding reaction to respond back. Take a look at your recruiting process and the communications you currently send at each stage in the process and see if candidates are entering a Black Hole.
Close the loop and it should have a positive impact on your overall applicant flow. But don’t assume, make sure to track the effects of these measures with recruitment metrics.
Not knowing what happened to your record or application can be the most frustrating part of applying for jobs and the more you limit this, the more candidates will have a positive experience in pursuing job opportunities at your company.
The Candidate Experience Awards are still accepting applications for this years awards. If you are interested in submitting your recruiting organization,
you can do so here.
You can also follow me on Twitter at @smashfly.