Candidate Experience Story: Recruitment Give and Takes
In our series “Candidate Experience Story”, we speak to current and past job applicants and ask them what is something that they wish HR would take into consideration during the recruiting process. In the past year, we’ve heard more candidate experience stories about how many job applications felt like a waste of time. This is largely stemming from sentiments from not knowing what the recruiter is looking for, to feeling like their application was not seriously considered at all. Here is what one candidate has to say about the recruiting process as of late:
What Makes A Good Candidate Experience?
“Last year when the pandemic first hit, I felt really bad for all my friends that were graduating that semester. Internships were being cancelled and job placements were being delayed. For those that had not already secured a job, trying from scratch to find an ideal entry-level job was like looking for a needle in a haystack. Now, a year later, it seems that many of us – both recruiters and job seekers – are still struggling with adapting to the “new normal”.
Being unable to meet and have interviews in person has made the already stressful job seeking experience feel even more disconnecting. Which is why companies that are clear with what they want, detailed and organized in their procedures, and are able to provide constructive feedback in a timely matter sticks out more than ever.
More steps in the hiring process may seem harder for the applicant at first, but it also feels more rewarding after the end of everything. I believe for many applicants, it’s not the matter of having assessments or additional interviews that feels tedious, but the fact that a lot of times the results from these additional requests are never addressed. On the other hand, when it is clear that the recruiter knows what they are looking for and are putting out questions or assessments to specifically evaluate those qualities, it makes the entire process feel more valuable and worth the time.
For example, in design, being given a specific prompt would be good. When simply asked to show a portfolio of an applicant’s best work, it is likely that it will only contain pieces that are similar in style. However, if the recruiter asks for something specific, the applicant can then show the recruiter what they are capable of in the style needed by the company as well.
Being ghosted is arguably the worst response an applicant can get after an interview. Therefore, getting a clear rejection would already put my mind more at ease. Even better, if the company could just add a note or two about where I was lacking and why they ultimately chose someone else would be really appreciated. But it’s understandable that not every company has the time to give detailed feedback. Even if I do not land the job in the end, many applicants – myself included – would be more likely to reapply to the same company in the future, or even recommend a friend that may be more suited for the position to apply if the candidate experience was a good one.”
What Can HR Do to Humanize the Candidate Experience?
Hiring is a two-way street. It requires effort and clear communication between both the applicant and the recruiter. Before sending out the job posting, take some time and think about exactly what you are looking for from an ideal candidate. Let Prevue help you set benchmarks and prepare interview questions that targets your needs. This can not only shorten your preparation process, but also allow you to make the most out of each interview you conduct.
Quality applicants are desired by every company. Just as much as an applicant wants to appeal to your company, the recruitment process is also a chase to showcase what your company has to offer – from company culture and benefits to opportunities for career development. The small details may be what ultimately leads your ideal candidate to choose your company over another!