Research shows time and time again that the candidate experience is tremendously important. Companies that don’t strive to create a welcoming and organized experience will lose out on great candidates. In our connected age, candidates have the ability to instantly share their experiences, both good and bad, during the interview phase. As a recruiter, you don’t control the whole hiring process, but you can work with your clients to ensure that candidates feel respected and welcomed. This week we’ve brought together some of the great pieces of advice that recruiters and talent acquisition pros have shared to help you do just that.

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The Candidate Experience. Is Your Organization on the Right Path?

By Rand Robbins

This post is a crash course for recruiters who would like to improve communication between hiring managers and candidates. Robbins suggests some of the following strategies for guiding hiring managers through the process as they begin building strong candidate experiences.
1. Create a strong candidate profile. The hiring manager should know the type of candidate that they are looking for, understand the role’s career projection, and have a strong job description to guide them. Having clear goals to communicate to candidates streamlines the interview process and gives candidates a clear sense of what their role within the company would be.
2. Give hiring managers detailed candidate briefs to accompany their resumes. This will help managers craft stronger interview questions and allow them to have more in-depth conversations with candidates.
3. Give candidates constructive feedback that they can learn from. Candidates crave feedback and will appreciate honest advice from the hiring manager and their recruiter.

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What Your Candidate Experience is Missing.

By Maren Hogan

Your interview process must be consistent and show candidates that their time is appreciated. Applications alone can take hours, so it’s important that candidates feel that they’re being fairly assessed and are not stuck in an automated hiring process. Hogan suggests taking a few of these measures to imbue your process with personality and provide your candidates with a great experience:

• Have a consistent message about your company’s culture and convey that in your job ads?.
• Simplify the application process, or add extra layers of support for applicants?.
• Know what you expect of applicants at the onset of the interview process.
• Don’t underestimate the value of a structured interview and the insights that it can give you.

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The Candidate Journey, Not the Recruitment Process, is Paramount.

By Theo Smit

Smit urges recruiters to assess their application processes from the candidate’s perspective. Is the application extremely lengthy, is the wording unclear or confusing, how long did it take you to receive any feedback and did it sound authentic? Asking these questions as you move through the process will give you an understanding of what improvements can be made to create a better candidate experience. Simplifying the application process, making it smoother and more transparent, can improve response rates and produce a deeper candidate pool to help hiring managers find their ideal new hire.

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The Candidate Experience: Why It Is So Important.

By Adam C. Mellor

A great recruiting process generates great candidate experiences. Mellor urges us to take a step back from the to-do lists, the looming requisitions, the constant meetings and urgent phone calls. Instead, think about how your role can help others to find jobs that they love. Focus on your candidates and how fulfilling placing them in a company with the perfect team and culture is. Shifting your perspective and focusing on the rewarding aspects of recruiting, instead of dwelling on to-do lists, will automatically make your recruiting process more candidate-centered. Generating this positive attitude will also help your candidates to feel more at ease about their upcoming interviews and new career opportunities.

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Does Candidate Experience Matter?

By Joseph Murphy

Murphy takes a metrics driven approach to addressing the candidate experience. He warns that ignoring metrics or using candidate surveys that are devoid of quantitative data can be detrimental. Without having measurable data points to rely on, it can be extremely difficult to implement effective changes. Candidate feedback on the recruiting and hiring process allows talent acquisition teams to tailor their strategies to attract industry talent. The hiring process is not one-size fits all, and each company has to develop one that works for their unique culture and hiring needs. Because of this, having access to metrics gleaned through candidate surveys is invaluable. Asking past candidates for feedback and using it in actionable ways will show your company’s devotion to attracting and nurturing top talent.

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