Candidate’s experience, i.e. candidates, are your clients
Candidate Experience is one of the hottest recruitment topics. What does this concept actually mean and why is it so important?
It is natural that companies focused on success care about their customers. They constantly improve contacts with them and raise the standards of customer service. This translates into the so-called Customer Experience. It means focusing on how customers feel when they interact with the company or its products.
The candidate’s experience is the sum of the impressions that candidates have when contacting the company they apply to. What is the image of the recruitment process, contact with managers, submitting applications, do they get a response about their candidacy? If so, what does it sound like and through what channel does it reach them? The candidate’s experience covers all stages of the recruitment process – and does not end immediately after its completion.
The candidate’s experience applies to every point of contact between the company and the applicant. What happens before and after sending your application or participating in a conversation is critical. Does the candidate receive an answer, and if so, what is the answer? Will this have a negative or positive effect on his opinion of the employer?
The candidate’s experience applies to every point of contact between the company and the job applicants.
How can a good experience be ensured for every candidate?
68% of candidates believe that the way they are treated during recruitment translates into their opinion about the company. Creating and implementing the best possible path of the candidate’s experience is necessary if you want to win in the fight for the best employees. Nowadays, the job market is mainly based on candidates, which means that it is not up to you to decide who works for you. It is talent that chooses you. Therefore, it is absolutely imperative that your company cares about the candidate’s experience at every stage of the recruitment process.