We all want to hire a winning team, but in such a competitive environment, an outstanding employment brand is required to attract the best and brightest. While most talent acquisition professionals know in theory that a company’s employment brand is important, few really recognize the candidate experience is the most important element of that brand. To that end, iCIMS Hire Expectations Institute has pulled together these 10 tips to help you create an excellent candidate experience.
- Develop a comprehensive recruitment marketing strategy including search engine optimization, social media, and job board posting.73% of Americans participate in social networking, 50% of candidates perform a Google search to start their job hunt, and 49% look for work on job boards. A comprehensive recruitment marketing strategy will help drive candidates to your jobs.
- Post your company’s jobs on multiple major social networks to make them widely accessible and improve return on investment. Research has shown that different social media serve different audiences and result in different social recruiting return on investment. The best social recruiting strategy is diversification among the major social networks like LinkedIn, Facebook, Twitter, and Google+.
- A strong social recruiting strategy engages job seekers by coupling easy access to jobs with useful content. In addition to sharing jobs socially, the best recruiters have found that content about your company culture, networking events, employee spotlights, and tips on how to be successful in the job hunt will engage candidates and shows them that your organization cares.
4.A fully-branded career portal engages candidates while immersing them in your employment value proposition. Your employment brand is extremely important to attracting and engaging candidates that fit your organization. Use your branding to show candidates what your company is all about, what values your company holds dear, and what a new hire can expect from the company and its management.
5.Career Portal content such as employee testimonials and meet-the-manager / meet-the-team videos helps to engage candidates. In addition to improving candidate engagement, this type of content will allow candidates to see and understand your company culture in order to decide whether they are a good fit for your organization.
6.86% of today’s job seekers are mobile and, therefore, your company’s application process must be mobile too! Many candidates learn about available jobs on their smartphone through social network updates or via email alerts. You need to make it easy for them to apply right then and there rather than relying on the candidate remembering to come back later!
7.Save job seekers time and data entry. Make sure that your career portal allows them to apply using their social media profile. Today, more and more job seekers are maintaining up-to-date LinkedIn profiles. Save the candidate from redundant data entry by allowing the candidate to pull their information from their LinkedIn profile. Showing consideration for the candidate’s valuable time, creates a positive impression about your company.
- Make sure that your company culture is clearly indicated on your career portal! In this way, you will appeal to the candidates who want what you have to offer and allow candidates who are not a good fit to screen themselves out.
- Job Seekers prefer employers that offer career development (job/skills) training, and have a strong reputation for modern processes, management, and technology adoption. If your company has these benefits, make sure that it is clearly highlighted on your career portal to attract the best candidates. If you don’t offer these benefits, consider adding them to strengthen your employment value proposition.
- Make sure that applications and resume submissions get a reply, even if it is automated. A great candidate experience is accessible, fast, easy, and engaging, but most of all it is personal. While candidates prefer a personal reply, even an automated reply serving to set their expectations is better than silence. If you don’t have the resources to reply to each candidate, ask your technology vendor about their auto-reply options.
If you’d like to learn more tips like these, check out iCIMS Hire Expectations Institute for immediate access to industry news and best practices in sourcing, recruiting, and onboarding. Our proprietary research is available for free to help you achieve your business goals.