Tips for Getting the Candidate Experience Right, Right Now

Recruiting is a lot different today than at the beginning of the year. One of the major changes is the way in which candidates experience the hiring process. From Zoom interviews to virtual onboarding, there are a lot of adjustments to make for both companies and candidates alike.

Anaheim recruiters

The hiring process may have changed in a number of different ways, but one aspect of it should never be altered. That is the candidate experience. It should always be a positive one for the applicant.

Change in the Landscape

Before the pandemic, job seekers had the upper hand because unemployment was so low. Now, however, the advantage has shifted more toward employers because so many people are now out of work. Employers may become more lax in their dealing with job candidates — and less concerned about making sure candidates are well looked after.

But this would be a mistake for several reasons. First, companies are still looking to fill about five million open positions, which is actually more than in 2014, when employers were really starting to have difficulty finding people. Second, companies that allow a poor candidate experience lose money because of it. Third, your brand will suffer – job candidates tend to talk about their negative experience with others in their profession. And fourth, job applicants are more likely to accept a job offer if they have had a positive experience. They’re also more likely to recommend your company to others.

How to Provide a Good Candidate Experience

  1. Communication

This is most important. You don’t want to leave candidates guessing about where they stand in the process and what the next steps are, or even how many other people are being interviewed. You should find out what questions they have as well.

You should also be honest with candidates. Some HR professionals advise discussing salary up front to be sure the company and the candidate are in the same salary range. You don’t want to go through the whole process, offer the candidate a job, and then find out that salary is a deal breaker. You also need to be honest about the position’s duties – the good and the bad aspects of the job.

Also, respond to all applications, whether you intend to follow up with someone or not. This is simply common courtesy, and it will make a good impression on applicants. Most companies don’t even bother to acknowledge the receipt of applications.

  1. Respect

You need to treat candidates with respect. That means preparing for the interview, knowing the candidate’s background and having questions already drawn up. Sometimes hiring managers show up unprepared, resulting in a haphazard interview.

  1. The hiring process

It should be designed to be user friendly. Too often, companies make candidates jump through a lot of hoops. Applications are long and complicated. The candidate has to interview with too many different people, and the process takes too long.

  1. Get Feedback

To improve the process, you also need to get feedback from the candidates. Find out what they thought of their interview. What kind of impression did they get of the company? Did they feel they received enough information as they went through the process? Did they think they were treated well? What did they like about the process, and what things would they change? What kind of improvements would they make?

Interviews are….a “tad” different now. And this does affect your candidates’ experience with the hiring process.

Helpmates can do all candidate pre-screening for you, from sourcing qualified candidates, to conducting preliminary interviews, to checking references and vetting, sending you (whether via video or in-person) only the top candidates for final interviews.

Contact the Helpmates branch nearest you for more information.

2019 New Year’s Resolution: Embrace AI

Many recruiters and human resources professionals may be – to put it lightly – a tad leery regarding artificial intelligence. After all, while many experts are saying AI won’t take away our jobs, just change how we do them, we’re still wary. Should we gird ourselves for a “take over by the ‘bots”?

Our take? Embrace the techno! We believe AI won’t replace recruiters. It will, instead, make our workday lives easier. Here are just three ways how, below.

Anaheim Staffing Agency

  1. No more poring over dozens/hundreds of resumes.

Let AI do it! By allowing technology to find the relevant skills, education and background needs and then saving all of it in easily accessible (and readable) data fields, is a sourcer’s and recruiter’s dream come true. Using a resume parser can be an incredible time saver. And since too many great candidates find other employment while your hiring process lags, that’s a very good thing indeed for your desire to hire top talent. Especially as they evolve into tools that use neuro-linguistic programming (NLP) for much greater accuracy.

  1. Provide “scores” for each candidate.

AI can rate each candidate based on criteria set by a hiring manager. Artificial intelligence can crawl through resumes and even social media profiles to find this information, thus eliminating the oh-so-time-consuming resume cull. What’s more AI can perform multi-batch phone screenings, thus ridding humans of this highly stressful and somewhat tedious task.

  1. Help you predict which candidates will perform the best on the job.

Most of us show our best selves when interviewing.  And as a recruiter or hiring manager you’ve no doubt hired someone who looked great on paper and/or interviewed exceptionally well only to find them….lacking in some important aspect of their job performance or even cultural fit.

Predictive hiring analytics, however, can help identify which candidates are a best fit – and would make a better employee. This type of AI uses richer data sets and smart algorithms to highlight the candidates that best fit criteria set by hiring managers and/or recruiters.

Additional uses of predictive hiring analytics include:

  • Highlighting which requirements are associated with good performance over time.
  • When do soft skills – and which soft skills – indicate how successful a candidate will be.
  • Ascertain which job candidates are most likely to accept the job offer.
  • Screen out those candidates who are good-looking-on-paper-but-not-going-to-be-good employees.
  • More objectively use information found during reference checks and background screening.

What AI Can’t Do

Taking a look at the above tasks easily taken over by bots, what do you see? You see the preliminary, early going, screening process tasks. (And they don’t do any outreach to passive candidates!) The in-depth conversations and relationship-building during a job interview — the selling of the position — can’t be done by technology, and probably never will.

Instead, AI will take the tedium away from recruiting and allow top recruiters to do what they do best: connect with and nurture top talent.

Looking to connect with top talent today? Call upon the recruiters at Helpmates. All of our recruiters are Certified Staffing Professionals (CSP) and we pride ourselves on delivering exceptional service to both our clients and candidates, as evidenced by being named to Inavero’s Best of Staffing list for nine years in a row!

Contact the Helpmates branch nearest you. We look forward to hearing from you.

© Year Helpmates Staffing Services. All Rights Reserved.
Privacy Statement | Site Map | Site Credits.