Did you know that 93% of candidates select their jobs by relying on their recruiting experience?
The “Candidate Experience” is one key challenge that recruiters must strive to “understand and access” the needs of candidates that are ever-evolving in this candidate driven-market. Today, organizations that have a “passive” plan but lack a “proactive” strategy to create a memorable candidate experience may find it difficult to attract top talents to their companies.
There are three factors to developing a good candidate experience which is known as the 3Ps: Platform, Process, and People. With these three factors, the overall recruiting process can become more focused on quality, efficiency, and speed. To find out whether your organization has the 3Ps, take our test: Is Your Organization Ready to Create a Good Candidate Experience?
“Platform”: Adapting Quickly with the Shifting Channels of Communication
However, many organizations still lack the correct understanding in developing a platform as they would often focus on the branding and content for their company while ignoring the importance of data – the most important asset in the digital era.
Therefore, a good platform must display more than just a great design. It should be capable of collecting information for analysis and other purposes. For example, the Application Tracking System (ATS) is a platform that can gather information as well as manage other systems in the organization such as candidate selection and storing personal candidate information in a correct and accurate manner that can efficiently handle a large amount of applications.
Another platform that is also essential is the tangible platform such as the interview venue, as the place where interviews are held can serve as a factor to create a memorable experience for candidates and allow companies to present good branding to the candidates. Many organizations have also brought in the use of gamification strategies during interviews to enhance the effectiveness of the process while attracting the attention of Gen Y and Gen Z candidates.
“Process”: Speeding Up to Match Candidates in the Digital Age
However, to speed up the recruiting process and lay down an effective system, the recruitment team and line manager must develop and improve the way they work together. Agile Recruiting is a way of selecting candidates that Adecco often recommends to organizations, as the process will decrease the amount of time it takes to find the right person, update all team members and allow the company to efficiently monitor the progress of candidate selection for each position. This process can also eliminate the issue of overlapping tasks and inconsistencies, while reducing the risk of candidates receiving an undesirable experience during the process.
“People”: The Key to Hiring Lies in the Quality of RecruitersMeanwhile, the people factor is the most vital to creating a good candidate experience. In this case, recruiters are considered the most important touchpoint for candidates, from the communication process with candidates through job advertisements, notifying candidates of initial selection results from their resumes, making an appointment for interviews, the interviewing process, to the notification of the hiring decision. Thus, the people factor is in every step of the customer experience journey, which means that the quality of the recruiter is an important criteria in creating a good experience for the candidate, especially during the interviewing process when candidates expect the most from recruiters. According to an Adecco survey, candidates expect that recruiters will have the necessary interviewing skills, the understanding of the job scope, a list of questions relevant to the position, and that they will offer a chance for candidates to answer their questions while carefully listening to their responses.
Therefore, recruiters must also continuously reskill and upskill themselves, especially regarding interview techniques that focuses on candidate behaviors, from S.O.A.R. Interview Techniques that pose different situations for candidates, to Probing Questions that can bring out the skills, knowledge, talents, as well as the professional motivation of the candidates. Moreover, recruiters should be able to use various tools to appropriately determine the criteria for candidate selection in order to lower the risk of hiring candidates who do not fit in with the organization, lower the rate of resignation, and lower the costs that occur in cases of inefficient hiring process.
To learn about #CandidateExperienceJourney #SOARInterviewTechniques and #AgileRecruiting in detail which will focus on practical skills for recruiters by speeding up the hiring process and enhancing recruiters’ interviewing skills, join us at Adecco Public Program “The Adventure to Talent Treasure” this 17 March 2020. Browse more courses