Did you know that providing a positive hiring experience makes a candidate 38% more likely to accept a job offer? That’s right, and navigating a candidate-led market requires a focus on providing a world class experience for candidates. This will not only help you secure the top talent, but alsostrengthen your employer brand.
Employer Branding
Your employer brand is potentially the first interaction and impression a candidate is going to have of your organisation. It encompasses everything from an initial job description to how you conduct your interview and feedback process. You should clearly communicate your values, mission and company culture to candidates so they get the full picture. Best case scenario is that candidates should be left believing your company is the best place for them and wanting to reach for the apply button.
Job Roles & Applications
The language used in job descriptions will either attract or repel candidates. Clarity during this stage is essential because it can set your candidate experience in the right direction as candidates would feel more encouraged to apply for a job if they have a good understanding of what is expected of them in the role. Try to incorporate your DEI values in your job descriptions and use inclusive language. Top talent demands an accurate picture of how committed an employer is to diversity, equity and inclusion. Tell them the journey that you are on as an employer and the steps that you are taking to build an inclusive culture, the candidates will want to know and it could be the difference between them applying or not.
Interview Stage
Interviews are one of the most critical parts of your hiring process, as this will help you determine which candidates are the best fit for the job. Values based interviewing can help you stand out from competitors and provide insights into whether the candidate’s priorities and values align with the company’s goals, and also what drives their behaviour in the workplace. Note you will still need to make sure they have the right skills to do the role! Evaluating candidates after interviews is a crucial stage to be extremely aware of the dangers of bias creeping in. Candidates want to feel like they have had a fair chance. Your hiring team should try to create a level playing field, ask consistent questions and use the same scorecards to reduce risks and score candidates fairly.
Candidate Feedback
94% of candidates want to receive feedback after an interview, the percentage who are receiving it is much, much lower. Valuable feedback provides validity, transparency and also a potential resolution to candidates unanswered questions. This helps to show you are respecting the candidate’s time and commitment to the potential role.
Feedback is a two way street, it is one thing to provide candidates with feedback, but you should also seek feedback on your process from candidates for continuous improvement. Taking the feedback on board will help you improve your company brand and candidate experience overall.
Onboarding
Great news – you have found a candidate who seems to be a great match and they have accepted the position. Now what?It’s so important not to let momentum dip in your level of engagement after contracts have been signed. The early days are when you can help new employees to get up to speed quickly. This has the benefit of nurturing a content and confident employee who starts delivering value earlier and feels part of the team.
Finally…
2022 offers both hiring managers and candidates a rare opportunity to step back, reflect and truly optimise both the application process and candidate touchpoints to create an efficient and enjoyable process on both sides. Through reciprocal feedback loops, empathy and timely communication there is the opportunity to remove common barriers to successful hiring and onboarding. Remember, employees demand job satisfaction, happiness and ‘values fit’ that is right for them.
Equitas provides software that helps companies make better, fairer hiring decisions for in-person or remote, live interviews. They help companies be representative of the communities they serve using Equitas best-practice interview methods, voice-led interviews and the capture of vital interview data. Some of the biggest healthcare providers in the world are using Equitas to help them hire more efficiently, fairer and 100% remote throughout lockdown.
