Hello, How Can I Hire You? How To Champion a Positive Candidate Experience

By Alayna Christian, Talent Tap Virtual Assistant

May 30, 2023


What’s something that is so well-known within the recruitment industry that it's often overlooked? Candidate Experience! With the volatility of the market, the advancements of technology, the state of inflation, and more, it can be easy to forget about this critical piece of the recruiting process.


How do you define ‘Candidate Experience’?


Candidate Experience describes the experience a candidate has when undergoing a company’s recruiting and hiring process. This experience encompasses everything from the moment the candidate discovers the company - branding, website, job posting - to the job application, interviewing, and onboarding process. Let’s discuss how you should approach each with a candidate-centric process in mind.


Branding & Website


Your brand should follow a clear theme that allows for your candidates to obtain a clear understanding of who you are. Your website should work hand-in-hand with your brand to reveal what you do, and what your prospective employees could get out of working with you. Keep your website clean, easy to navigate, and up-to-date. This includes being mobile-friendly, as many folks apply to jobs via their mobile device in this day and age. There are many job seekers out there that  overlook organizations due to the simple fact that their website was not up to snuff. Your website is your representation and a huge part of your brand. Invest into it.


Job Posting & Application Process


Your job posting should be concise yet descriptive, should have gender-inclusive language, include the compensation range for the roles, and designate if the role is remote, hybrid, or in-person. The shorter and more accurate the description, the better. Don’t get too caught up in discussing all the great things about your company in the job post - that’s what your website is for!


Additionally, the application process should be simple. Remember that a good amount of job seekers are using their phone to do their searches. If your application process takes longer than four minutes, you’re going to lose them. The application should only request only critical information like their resume, contact information, sponsorship requirements, and compensation requirements. Make sure your Application Tracking System (ATS) is up-to-date and can capture the appropriate information accurately.


The Interview Process


The interview process is arguably the largest portion of the candidate experience. The candidate is investing their valuable time into learning about your organization, so it is of paramount importance that you make it a positive experience for them. 

  1. For starters, interview processes should not be lengthy. A good rule of thumb is three total interviews or less, not including the Recruiter screen (and of course there are exceptions to every rule according to the company needs). An interview process that drags on will most certainly result in lost candidates. 
  2. Additionally, ensure that each interview is actually valuable - evaluate if that added interviewer actually needs to speak with the candidate, or you’re just feeling like you need another set of eyes. Ensure each interviewer knows what to cover with the candidate so the candidate isn’t continually repeating themselves. 
  3. Diversify your interview team. Consider race, gender, position, and more. Candidates want to see that they can be themselves at a company and know that their unique and individual persona is valued with you.
  4. Lastly, provide timely communication. We all know how it feels to wait for any semblance of acknowledgement from a company we’re interviewing with. Make sure that your candidates know where they stand in the process by checking in with them on a regular basis throughout the process.


Offer & Onboarding


Last but not least is the offer & onboarding process. The real hiring portion. The offer process should be respectful, allow for reasonable negotiation, and meet the requests of your candidate. Don’t bring them all the way through the process just to offer them thousands less than what they asked for in the beginning. If there are changes to what the company can offer in compensation or benefits during the interview process, that should be communicated to the candidate. The candidate should come away from the offer conversation feeling excited about their next steps with you.


Onboarding begins once the candidate has accepted the offer. This is the process of bringing on or hiring a candidate as an employee of your organization. Your people (HR) team will work with your IT team and the candidate to ensure the candidate has everything they need to successfully join your team. Ensure there is clear communication from all parties involved, and that there is a plan to bring your new team member up to speed once they join. This includes a thorough introduction to the company, to their team, and to their role.



Why is the Candidate Experience important?


The benefits of having a positive candidate experience abound. Not only are you setting your candidates up for success in their potential future role with you, you’re also giving your company a good name in the marketplace. Candidates will experience increased excitement in joining your organization when given a positive experience. They may even let you get away with a couple more interviews than expected (but don’t lean on that! Keep processes short and sweet). Candidates are highly likely to share their experiences with colleagues, friends, and family; especially if they are memorable - in both good ways and bad. Ensuring that your candidate has a positive experience every step of the way will make for a memorable one that they are sure to share with others, even if not selected for the role. If the candidate has a terrible experience, they’ll most likely share that with others as well, leaving a bad impression with those who you haven’t even had the chance to reach. 


At the end of the day, you need the candidate, they don’t truly need you. Treat these candidates how you would like to be treated, and for the value that you know they’ll provide to your organization. You’ll find that you’ll receive both more quality applicants and more sticky employees.



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The Benefits of Flex Work Fridays

By Alayna Christian • 09 Apr, 2024
In a world where the traditional 9-to-5 work schedule is becoming increasingly outdated, companies are continually seeking innovative ways to enhance employee satisfaction and productivity. One trend gaining significant traction is the implementation of Flexible Work Fridays, a concept that allows employees to enjoy more autonomy and work-life balance at the end of the week. This could mean ending the day early, having no meetings, taking the day off completely at a cadence, or another favorable variation. Let’s discuss the tangible benefits seen from implementing Flex Work Fridays. Modernize Workplace Culture In a post-covid world, many companies are embracing the reality that traditional work schedules no longer align with the preferences and lifestyles of modern workers. Recognizing that the traditional Monday-to-Friday grind may no longer be conducive to maximum productivity, forward-thinking employers are implementing new strategies to accommodate the changing needs of their workforce. Flexible Work Fridays represent one such strategy, allowing companies to adapt to the evolving demands of the modern workplace while maintaining a competitive edge in recruitment and employee retention. Boost Morale With the flexibility to adjust their schedules or even leave early on Fridays, employees are granted the freedom to prioritize personal commitments, leisure activities, or simply unwind after a long workweek. This flexibility not only promotes work-life balance but also fosters a sense of trust and empowerment among employees, leading to increased job satisfaction. Employees who are empowered to manage their time effectively are more likely to feel valued and motivated, leading to improved performance and organizational success. Enhanced Employee Wellness Providing flexibility on Fridays can contribute to better overall employee wellness. Whether it's dedicating time to exercise, attending medical appointments, or simply enjoying downtime, employees appreciate the opportunity to prioritize their well-being. This focus on wellness can be particularly attractive to top talent who seek employers that prioritize employee health and happiness. Boost Productivity Some employees may find they work better in a quieter environment or during non-traditional hours. That, coupled with the boost in morale from feeling the support of a company that values their employees’ life-work balance, can lead to a more productive output. This increased productivity can attract and retain top talent who value efficiency and effectiveness in their work. In conclusion, Flexible Work Fridays represent a progressive approach to modernizing workplace culture and meeting the evolving needs of employees. By offering flexibility at the end of the week, companies demonstrate a commitment to supporting its employees' diverse needs and preferences, and can cultivate a more positive and inclusive work environment. Companies can achieve that and more while simultaneously driving productivity and retention, and enhancing their ability to attract and retain top talent in today's competitive job market. As the workforce continues to evolve, embracing flexibility is not just a perk but a strategic imperative for companies looking to thrive in the 21st-century workplace.

Navigating Salary Expectations in a Shifting Economy: A Balancing Act for Candidates and Employers

By By Alayna Christian • 30 Nov, 2023
In the dynamic landscape of today's economy, salary expectations play a crucial role in shaping the employer-candidate relationship. As economic factors continue to shift, the balance between what job seekers anticipate and what employers are willing to offer becomes increasingly intricate. Recent reports shed light on the evolving salary dynamics, exploring the rising expectations of American workers and the challenges faced by employers in meeting these demands. The Surge in Salary Expectations: According to a recent USA Today article, American salary expectations are on the rise. In an economy marked by inflation and other economic uncertainties, employees are seeking compensation that aligns with the increasing cost of living. As job seekers become more informed about market trends and living expenses, their expectations are naturally adjusting to reflect these changes. Challenges Faced by Employers: While candidates are optimistic about higher compensation, employers are grappling with the challenge of managing these soaring salary expectations. It has been reported that salary increases are misaligned with current inflation rates, and although it puts more onus on the employer, the reality is that we are living in an era where money simply does not go as far as it once did. In order for candidates to put their best efforts toward an organization, they need to feel they are being compensated well enough to survive these expensive times. As a result, businesses are being urged to reassess their compensation strategies and adapt their salary structures in response to the evolving job market. It is one of few ways to ensure a business can remain competitive among job seekers. Fortunately, data from The Conference Board indicates a growth in salary increase budgets for the year 2023, which reflects the idea that a majority of employers understand and are effectively navigating these expectations in order to attract and retain top talent. Strategies for Balancing Expectations: In this dynamic environment, finding a balance between candidate and employer expectations is essential. Employers can explore creative compensation packages, including fine-tuning benefits, offering flexible work arrangements, and professional development opportunities. This approach enables organizations to remain competitive without solely relying on traditional salary increases. As the economy continues to evolve, salary expectations will remain a top priority in the labor market. Job seekers, armed with market knowledge, are increasingly aware of their worth, while employers navigate the challenge of meeting these expectations within the constraints of economic conditions. The key lies in open communication, flexibility, and a strategic approach to compensation that goes beyond traditional salary figures. In this shifting economy, the ability to adapt and find a middle ground will be crucial for both candidates and employers to thrive in the ever-changing job market.
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