The modern recruitment industry is becoming increasingly competitive, and providing candidates with a positive experience is key to securing their interest and standing out from the crowd.
There are many ways to improve the candidate experience, some more practical and hands-on than just: ‘be really nice and friendly!’. You need to make sure that you improve candidate experience to help candidates feel happy, reassured, and like they can trust you and your company.
To help you achieve this and make your candidates feel all warm and fuzzy inside, we’ve listed some practical tips that you can use. After all, a positive relationship will not only help you place more candidates, but it will also increase your reputation. It’s a win-win scenario!
1) Listen to Your Candidates
This may sound fairly simple, but it’s fundamental to ensuring that your candidate has a good experience. Remembering small details that they mention, and not making them repeat information like their CV details, can really help them to feel appreciated and that they were listened to during the initial introductory phone call.
Having a variety of candidates to keep track of may make this tricky, but luckily software exists to help make your life easier. If your company uses a CRM to store candidate and client information (and it really should!) then integrated telephony could be your friend. Logging calls notes with details about the candidate, and the ability to listen to call recordings can help to remind yourself of information that was shared by your candidates and can be a really helpful tool.
Logging all of this information about your candidate into your CRM could also help your business place a candidate in a different role if the current role you’re hiring for doesn’t work out. Perhaps a colleague is hiring for a different role where the candidate is the perfect fit – they could access this personal information about the candidate and give a great candidate experience across the company.
2) Get Personal
As well as listening to your candidate and showing them that you care about them, make them care about you and your company by being more open and relatable – have a conversation with them, not only about the role or the company that’s hiring! Obviously, this is within reason – candidates do NOT want to hear about the argument you had with your neighbor. However, showing them that you can relate to them with stories of your own is a great way to form a connection.
For example, if you are speaking to a recent graduate who is searching for work, you could ask them how their graduation was and talk about how you graduated in the year xxxx. It makes you seem like more of a human being rather than just a name on the phone/computer screen.
3) Be Responsive
Don’t leave your candidate waiting for a response for days on end. Even if you don’t have any information to give them, or can’t answer their questions just yet, still get in touch and let them know that! As a recruiter, you can be on the move a lot, meeting clients and candidates, so consider using apps like CloudCall Go! to access your customer database wherever you are. Your candidates’ details are always at hand and you can log your conversations to ensure that you are always a responsive recruiter.
4) Leave Voicemails
Don’t leave your candidate with a missed call that they may forget to return, or an email that gets lost in the abyss of spam and promotional emails. Leaving voicemails increases your chance of being called back and adds a more personal touch than emails.
If at first you don’t succeed – try and try again. If you are making an effort to improve the candidate experience, then that’s great, but you’re not going to know for sure that it’s working effectively unless you can gather some feedback. Don’t just assume that your friendliness means that your candidates feel open enough to ask questions – ask them if there is anything they would like to know or have more information about. Ask them if there’s anything more that they need from you, and, at the end of a hiring process, send them a questionnaire so that you can gather feedback on their experience. Keeping track of this data will help you provide your candidates with a more positive experience and help you grow as a recruiter, in the long term.
We hope these tips help you on your quest to provide a great candidate experience to all of your prospective hires. Just keep in mind all the positive experiences that you have had and try to replicate these for your candidates, and you’ll be well on your way to becoming a star recruiter.