It’s no secret: your candidate experience affects future job application rates. And the digital age of sharing forces employers to really think about their interview process. With the rise of video recruiting, talent acquisition pros must remain focused on candidate experience so as not to contribute to increasing rates of disappointment in job seekers (and risk company reputations).
In a recent survey summarized by WorkplaceTrends.com, the researchers – Future Workplace and CareerArc – found nearly 60% of job seekers have had a poor candidate experience, and 72% of those people are talking about it online.
It’s critical for companies to focus on candidate experience to find success in their recruiting efforts. To capitalize on the convenience of video interviewing, and use it to create a positive interview process, follow these four steps:
1. Create a more ‘human’ process
Video interviewing obviously takes away the in-person aspect of recruiting (at least for the earliest parts of the process). But you can overcome this obstacle with simple practices reminding candidates they’re working with other humans.
Highlighted in the WorkplaceTrends.com article, job seekers who receive notification from a company about their application status – even a rejection letter – are 3.5 times more likely to reapply. And while 61% of employers claim they do notify declined candidates, 65% of job seekers say they never or rarely hear back from employers.
Leverage your platform’s messaging features to keep candidates informed of where they stand in the process. A quick check-in or simple, “Thanks, but we’re moving forward with other applicants” reminds candidates you value their time and effort – even if they’re not the right fit.
Don’t let candidates feel like just another number in your talent pool. Take the time to customize your messages to address each person individually, especially in instances where you’ve directly reached out to a candidate for a job.
According to CareerBuilder research, 31% of job seekers expect personalized messaging. Show recruited candidates there is a person on the other end of the screening process and that they can trust their credentials are being fairly reviewed – not just plugged into AI algorithms.
2. Make truly personal connections
Job seekers are in the driver’s seat of a tight market, so they’re not necessarily sticking around once they received an offer. CareerBuilder found 51% of job seekers continue to look for other opportunities while they’re going through the background check process.
When you’re perfecting your video recruiting strategy, take time to focus on how you can actively build personal connections with candidates throughout the entire process. Live video interviews and branded messaging both contribute to a positive candidate experience.
Employees believe their experience as a candidate reflects how the company treats its people. So your ability to create personal connections during the interview can play a big role in how secure they feel with your company. Capitalize on the convenience of the digital connection to dig deeper into their personalities, develop human bonds, and find the motivation that matches your company’s mission.
3. Reveal a sense of authenticity
Mission, vision, and values are the driving forces of recruitment these days. That’s because more and more job seekers search for authenticity in the companies to which they apply. They recognize the importance of company culture and think about how they fit with the company’s mission and values.
Recruitment pros have the unique opportunity to utilize both one-way and live video interviews to showcase the ways their company believes in the individuality and motivation of each candidate. Instead of stuffy, formal, one-sided communication, use video recruiting as an extension of an in-person meeting. Invite candid conversation in addition to branded communications.
4. Show respect for candidate time
Looking for a job is a full-time job. Going back to CareerArc and Future Workplace, their survey found job seekers will spend three to four hours preparing for and submitting a single application. But when their application hits the desk of the employer, they get less 15 minutes of the hiring manager’s time in review.
It can put a bad taste in any job seeker’s mouth to feel they weren’t given a fair crack at the opportunity. Remember: The candidate experience starts from the minute their resume lands in your inbox. Keep it positive by laying out details of the video interview process, highlighting your respect for each candidate’s time.
Remind candidates that they don’t have to travel to you, take time off work, or spend time away from their obligations in order to move forward in your recruitment process. Also, be sure to offer thanks for their application, and show excitement at the idea of them joining your team.