One aspect of recruitment that many employers may forget when searching for their next hire is to tailor the experience to the candidates.
Job seekers aren’t just looking for a new job, they’re searching for a role and company that they can see themselves progressing and feel valued in. But it isn’t just the job ad that candidates look at when applying for roles.
Multiple aspects need to be considered when you start your recruitment search, and we’ve compiled what steps you should take to not just get attention but attract the best candidates possible.
Job adverts
Think of the job advert as the shop window; it’s designed to show you what is available and to entice the passerby to want it. But if a shop window is dull or doesn’t hit the target audience just right, they can lose out massively and inadvertently send their customers to a different business.
But before you jump in to start or rewrite your job descriptions, understanding what the candidates view as valuable in an advert is the step:
- 1. Tone Matters: 75% of candidates respond positively to job descriptions that use generic language. The tone used in job descriptions can influence how candidates perceive your company. Beware of excessive jargon and buzzwords as they can come across as unrealistic.
- 2. Compensation Matters: 61% of candidates want to see compensation shared in a job description. We've said it before and will say it again - Transparency is key!
- 3. Salary range: 74% of job seekers want to see the salary range before applying. However, ensure that the range is realistic and fair for the market. Stating ‘competitive’ is more likely to detract candidates than attract.
Research
Whether you’re spending time or money on something you are going to do your research beforehand. You want to know that what you’re putting your time into is going to be worth it and assist you in your life. Job seekers do the same thing when applying for roles.
- 1️. Research Matters: 71% of candidates do their research before applying to a company. They explore your website, LinkedIn company page, employer reviews, and other employer assets. Ensure a positive impression with up-to-date and relevant information available. Craft helpful, welcoming materials that align with your company's values.
- 2. Social Media: 79% of job seekers have used social media in their job search. Candidates between the ages of 21 – 40 are most likely to use social media to research potential employers. Platforms such as LinkedIn and Instagram are highly important in today’s recruitment world, so keeping them up to date will be crucial.
Employer branding
Don’t get this confused with the visual branding of the company, as employer branding is more about the image a company projects to attract and retain future talent. Think more along the lines of values, culture, diversity, and reputation in your field.
This is an incredibly important part of a candidate's search for a new role, as this is how they will know if the company is right for them.
- 1. Employer branding: 75% of candidates consider employer branding before applying. Promoting your company culture, values, and employee benefits can increase the pool of candidates who apply. Plus strong employer branding is found to reduce recruitment costs by 43%.
- 2. DEI Statements Matter: 67% of candidates value a more empathetic tone in diversity, equity, and inclusion (DEI) statements. Candidates are familiar with generic statements about a company's commitment to diversity, equity, and inclusion. To stand out, your DEI statements should convey genuine empathy and showcase tangible actions. Demonstrate your company's genuine dedication to DEI initiatives.
Applications
We understand that you want to have as much information as possible about candidates before you start the interview process. But does it really need to be a day-long process? Most potential applicants are already working in a full-time job, and the thought of sitting at a computer again for hours on end can deter many away from completing.
- 1. Short and Sweet: 60% of job seekers have stopped from completing an application due to the length or complexity. Reducing the length of the application to 5 minutes can see a 365% increase in applications.
Communication
When you’re possibly selecting and/or interviewing a high number of candidates for your role, it’s understandable that you may not be able to get back to everyone on their application. However, candidates highly appreciate communication from employers, even if it is to inform them that they have been unsuccessful.
- 1. Feedback Matters: 52% of candidates who received feedback were more likely to continue a relationship with the company. Candidates appreciate feedback, regardless of the interview outcome.
- 2. Communication Matters: 48% of candidates respond positively to receiving interview information ahead of time. Inform candidates in advance about who they will be interviewing with, what topics will be discussed, and any expectations they should know.
Some candidates can apply for multiple roles at a time, and receiving communication helps them to know where they are in their recruitment journey, even if it is just a short reply. If giving feedback, ensure you give reasons why they weren’t successful as it will help them greatly in their next interviews.
Conclusion
So, you followed the above and improved your candidate experience; you received more applications and hired the perfect candidate - fantastic! Now...
Make the new hire feel welcome! Did you know only 49% of new hires receive a call from a hiring manager before their start date? This is a great opportunity to create a positive first impression. This can set the tone for a positive and successful onboarding experience.
By implementing these strategies, you can create a more positive and memorable candidate experience, which can enhance your employer brand and attract top talent in the future.
Looking to fill a Salesforce position? Contact our BD team for more info!
