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Is Your Candidate Hiring Experience Holding you Back?

Is Your Candidate Hiring Experience Holding you Back?

The hiring market is booming and organizations are looking to hire. While it’s great for job seekers, it’s more difficult for companies to attract top talent.
 
Organizations must consider the characteristics that candidates currently prefer. This can be crucial to hiring the right person for the job.
 
Salary range
It is very important for candidates to see the salary range in advance. 12% of jobs including salary ranges – big mistake. If the salary is not clear in advance, candidates will often pass on the role.
 
Nobody wants to waste time on opportunities that don’t meet requirements.
 
Some argue including salary pushes out quality candidates outside the range. This is moreso a sign of poor compensation levels than a candidate problem.
 
 
Background Information
Salary ranges are important. It’s also important to include specific information about the role.
 
Before preparing a job, ask yourself: What makes your position interesting in the eyes of candidates?
 
The big levers here are compensation, work flexibility, and benefits.
 
Provide comprehensive information about responsibilities, qualifications and company culture. Add in unique benefits and work environment to make the position more attractive.
 
Work environments are becoming especially important for candidates. Remote or hybrid options should be highlighted. This information as it can give your organization a competitive advantage.
 
 
Application Process
Optimize the applicant experience at every stage of the recruitment process. Slamming a candidate with a ten page application won’t do you any favors. Around 60% of applicants never complete their application. That’s a lot. Organizations often lose candidates due to inconsistencies in their processes.
 
Organizations should identify which aspects of their application process are boring. Don’t require candidates to fill in information already on their CV. Make sure each step is designed to create a seamless candidate experience. Ask only for relevant and necessary information. After all, you have the opportunity to ask additional questions during the interview.
 
 
Feedback
Candidates have a choice in this market. Active seekers of new opportunities are interviewing for multiple positions. Remembering a candidate in your organization is more important than ever. One way to do that is to provide clear and consistent feedback.
 
Interviewers make quick decisions about a candidate’s suitability. However, it is common for candidates to go a long time, not knowing what steps to take. Some don’t hear anything at all!
 
If an applicant is rejected, they are rarely notified of the decision. In fact, about 75 percent of job seekers dream after an interview.
Whether or not a candidate is qualified to advance, it is important to provide feedback.
 
This reflects positively on your brand image more broadly.
 
 
Setting expectations
The first interview should set clear expectations for the hire. This means discussing the timeline for this hiring.
 
If candidates are not aware of the schedule, they will not trust the process and the organization.
 
Unclear expectations and complicated recruitment processes force candidates to look for other options.
 
 
Smooth process
From application to offer, it’s important to ensure a positive experience. The recruitment process is the first insight into the dynamics of the company. Moving quickly and making clear decisions makes a good impression. This makes the offer much more attractive. It also increases your chances of hiring the right candidate.
 
 
Finding the right candidate
Candidates now have many career options. Be open, give feedback and develop a smooth recruitment process. Prioritizing candidate experience gives your organization a competitive advantage. That’s exactly how you can attract and hire the best talent.