7 ways to improve your candidate experience

ways to improve your candidate experience horizontal

When was the last time you looked at your recruitment process through the eyes of the candidate?

Do you think the candidate feels positively or negatively about your company based on how you treated them?

The candidate experience is a vital part of your brand experience and can have huge implications on your market perception. Not only does your reputation effect your ability to hire the best talent but it can also impact your sales.

“If you want nutthacha-gategrut-smlyour hiring to be successful then a structure selection and interviewing process and treating candidates with respect is essential. I regularly hear about candidates being left waiting for 30 minutes in an interview room, and feedback of only “no” after two rounds of interviews. This is a tight labour market and candidates are making strong impressions of your brand through your recruitment process. Even if you decide not to hire them, candidates may talk to someone who is considering you as an employer or decide to stop using your brand based on how you treated them in interview,” said Nutthacha Gategrut, Team Manager IT, en world Thailand.

“A dissatisfied customer will tell between 9-15 people about their experience. Around 13% of dissatisfied customers tell more than 20 people according to the US White House Office of Consumer Affairs. And as you know in a world driven by social media, these perceptions can travel very quickly.”

7 ways to improve your candidate experience

  1. Understand it is a mutual screening process – just as you are choosing the candidate for your team, they are choosing you as their future employer.
  2. Treat the candidate as a valued customer, with respect, not as a disposable commodity.
  3. The world is increasingly connected and people will share their experience – good or bad. Social media can amplify a negative impression about your employer brand very quickly.
  4. Respect the candidate’s investment of time and energy to your recruitment process.
    3 rounds of interviews requires time off work, research into your company, preparation of outfit, preparation of interview answers and a lot of nervous energy! Make sure that the appropriate level of person is interviewing the candidate e.g. a senior executive should interview a senior-level candidate.
  5. Be punctual – in the interview room, giving feedback, and in making an offer.
  6. Guide the candidate through your interview process in every face to face meeting.
    Explain the total process and where the candidate is currently.
    At the end of the meeting, communicate the next steps
  7. Have each interviewer and decision maker aligned and prepared. Everyone involved in the process, should be able to answer these 4 questions
    1. Who is the candidate?
    2. Why are we interested in them?
    3. Why am I meeting them?
    4. What is our expectation?

Read more employer advice or contact us to begin your search for mid-career talent in Thailand.