Candidates encounter multiple touchpoints within an organisation as they move through the recruitment phases, starting at job discovery and ending with onboarding if they’re successful.
These points form part of the Candidate Experience (CX) and are paramount to hiring success. While a positive experience nurtures enthusiasm and optimism, turn that to negative and it can cost an organisation their reputation and revenue. Who can forget Virgin Media’s bad candidate experience which set them back $5M annually?
Although the experience went awry much later in the cycle for Virgin, the point is that things can go downhill at any time, with dire consequences. Organisations need to be cognizant of candidate sentiment right from the beginning.
This is where technology comes to the rescue: an intuitive recruitment platform sets the precedent for interaction, giving talent their first glimpse of what’s to come. More than that, it’s a consistent and efficient presence for candidates at every step of the hiring journey.
TA teams, this is your business case for how a recruitment platform improves CX to attract top talent.
First Off, What Exactly Is Candidate Experience?
In short, it refers to candidates’ perception and overall experience of an organisation’s recruitment process.
Candidates are the current job seekers, as well as past and potential future candidates.
Perception encompasses the thoughts, feelings, attitudes, and behaviours of applicants throughout the process.
Lastly, the recruitment process spans across sourcing, attracting, applying, screening, interviewing, hiring, and onboarding.
It’s important to point out that the experience can be positive for candidates who don’t get hired. In fact, the majority don’t get hired. This means that it’s the perception of the non-hires which will tip the scales in favour of an organisation’s brand and reputation.
Why Should This Be Priority For Employers
On the one hand, candidates who have a positive experience are likely to accept a job offer from the organisation. If unsuccessful, they are likely to apply again in future.
They are also more likely to refer their friends or family to job openings, lowering the cost of acquisition for any successful referrals.
The positive reviews on professional sites and social media doesn’t hurt either.
However, on the other hand, a poor experience can result in talent rejecting an offer, never applying again, as well as encouraging others not to apply. This can completely upset the organisation’s hiring process, and in the case of Virgin Media, result in people boycotting its products or services.
The organisation can also expect bad reviews on relevant job sites.
How A Recruitment Platform Improves CX
1. Source and Attract Candidates From Various Job Boards
In Mzansi, job seekers are active on platforms such as LinkedIn, Indeed, Pnet, and Careers24. Organisations could pay for job advertising on all boards in the hope of sourcing and attracting talent. Or they can use AI and ML driven advertising suggestions from the recruitment platform, which highlight where the optimal placements can be found.
Translating this into what it means for CX, is the fact that technology puts the requisition where the suitable candidates are, giving them a shot at a job they’re qualified for.
2. Apply For The Right Positions
Once the candidate clicks on a company’s branded career portal driven by the recruitment platform, they can learn more about the business and job they’re applying to.
After uploading their resume, they’re automatically sent personalised skills-based job recommendations which align with the information it contains. They’re also given suggestions for resume improvement to ensure it provides the employer with enough information to decide on progression to the next hiring phase.
After applying, candidates receive instant, personalised text and email updates to keep them informed of their progress.
3. Hand Over Access
There are a few things that people like to have access to, including their personal data and mobile phone.
Rules surrounding GDPR compliancy ensures that candidates can update or delete their personal data as they see fit.
Furthermore, a mobile-friendly platform means they can submit or track applications via mobile or wherever they are most comfortable.
4. Early Screening To Validate Match
Talent value their time just as much as TA teams do. Therefore, early screening processes in the form of personality tests or pre-recorded text or video questions, which root out unsuitable matches before both parties invest too much time into the application is to everyone’s benefit.
5. Schedule Interviews
Recruitment platforms allow busy applicants to call some of the shots in the hiring process.
Based on rules the TA team creates for availability, candidates who are progressing through the funnel can schedule their own interviews for a mutually convenient time. No need for extended communication back and forth to come to an agreement.
6. Hiring and Onboarding
To close the loop on CX, employers can send over offer letters or contracts on the platform to successful candidates for digital signing.
&Team, A Platform To Hire Better Talent Faster
By now, you’ll know that there is a strong business case for a recruitment platform from the angle of CX. Technology can enhance an organization’s ability to provide a seamless application process, giving it access to more qualified candidates and favourable PR.
If you’d like to know more about the &Team platform, then get in touch with us for a demo today.