Candidate Experience: How To Get It Right

The candidate's entire experience during a recruitment process will impact their perception of the brand and even their profitability and retention in the company after being hired. Therefore, it is essential to think of the candidate as if they were a client and ensure their satisfaction.

But the results of thinking about the candidate's experience are not qualitative, much of the strategy and profitability of the entire organization can be involved in this. At every stage it is important that the recruitment consultant puts himself in the candidate's shoes to make his feelings and emotions tangible.
Not only that, but communication is also one of the key points of an effective selection process. Therefore, it must be worked from beginning to end, with personality and transparency, making each candidate feel special.

Make sure the candidate takes as few clicks as possible to apply for the vacancy, making your application process easier. Complicated interfaces and long application processes can lead to many dropouts and negative experiences.

Don't forget! For those who are in the job market looking for a replacement, days in a single process and without information about it make a difference. Even more if you consider that candidates often want to be part of your company's team and are anxiously waiting for answers and next steps. So, a timeline can be a strong differential and positive point in the process.

After hiring, inform the candidate of your hiring as soon as possible after the interview, as this directly impacts his perception of the whole experience during the selection process. The individual feels valued, and this increases his/her commitment to the position and the company. This waiting is the moment of greatest apprehension up to this point.

There are several ways to measure the candidates' satisfaction, but ask for feedback from the candidates before, during and after the process and do not leave the evaluation only for the end. Believe me, it's never too early to collect feedback to make better experiences for candidates.