In the early days, recruiters focused their work mostly around what clients (hiring managers) wanted. But with today’s changing recruitment scenario, candidates have started demanding the same treatment as well.
Recently we came across a discussion on Reddit (An online discussion website), that was filled with bad experiences candidates faced while dealing with recruiters!
Here Are Some Samples
Spelling mistakes completely kill a job description
and another one…
No candidate likes dealing with something like this! These mistakes are very simple to fix.
4 Steps To Providing The Best Candidate Experience
1. Approach Candidates With A Short & Professional Pitch
Candidates really don’t like useless buzzwords like ninja or a rockstar in a job description. If you’re wondering where all those great ninjas are, they’re probably skipping your job description!
Being pushy like this is another way to turn people off
Candidates prefer to be approached via email because it can be checked at their leisure. We’ve created an email template that you can use to approach potential candidates.
Read more: 7 Free Email Templates For Agency Recruiters
Make sure you're being accommodating of their time and are flexible with remote candidates especially during a time when travelling long distances for an in-person interview is restricted.
2. Update Candidates On The Status Of Their Application
Did a candidate apply to a job with your agency? Awesome! Now, you have a responsibility to:
1.) Send an acknowledgement message to the candidate either by email, phone or sms.
2.) If there is a vacancy, let them know.
3.) If the candidate is not a good match, politely reject them (we have an email template for this too!) Read more: Sample rejection emails recruiters can send candidates.
4.) If a candidate gets shortlisted, communicate the next steps in the process very clearly.
5) Help them be prepared about what's coming next.
Updating candidates frequently about their status leads to a better candidate experience! Sending an email doesn’t take a lot of time. If you use great email templates & have a good ATS, You can allocate just 15 minutes every day to do this like a pro. Another great thing to do would be to be entirely honest about your timeline and help the candidate understand when to contact you back or a time period within which you shall reach out.
3. Write Great Job Descriptions
Poor job descriptions often lead to low numbers of quality applications. A poor JD is a massive red flag to the candidate and can be very damaging to your company’s brand.
Writing appealing job descriptions are really simple, all you have to do is add the following things to the JD to make it look good:
Add a clear title:
Bad example – Tech Lead
Good example – Technical Lead – iOS Developer
Avoid spelling mistakes:
Spelling mistakes are nothing but embarrassments. They happen when you are in hurry or fail to proofread, and that’s okay. You can avoid spelling mistakes by using free tools like Grammarly.
Job Summary needs to be direct:
The summary doesn’t have to be long. A Few, high quality, sentences are enough for the candidate to make a decision.
These are the tasks an employee will be expected to do on a daily basis.
Skills, Qualifications & Requirements:
Mention the skills needed to get the job done. If the job requires a special certification, be upfront about it and prevent future heartburn.
This point is debatable but being transparent about salary is probably the best thing to do. You don’t need to have this in the JD but be honest with the candidate when they ask.
4. Easy Application
Make it easy for candidates to apply for your jobs, if you have a website then you must have a jobs page where you display all the jobs you have.
Something like this :
Be very clear about what you want the applicants to enter during the application process and do not make them include repetitive fields which are already present in their resume.
Following these steps will ensure that you deliver the best candidate experience possible and ultimately make more placements!
Read more: How to write great job descriptions?