
7 tips to create a great candidate experience
The recruitment industry is becoming more and more cutthroat. We already know that a positive candidate experience is crucial to attracting top talent. But what does positive candidate experience truly mean? How realistic is it to have a great candidate experience?
- 7 tips to create a great candidate experience
- 1. Make the application process shorter than 30 minutes:
- 2. Consistent and timely communication:
- 3. Include the key themes in the Job Description:
- 4. Choose a tool that is bias-free by design:
- 5. Mobile-friendly forms and pages:
- 6. Make it personal:
- 7. Seamless application process:
- 97% of graduate candidates love our assessmentYour candidates will love you for it.
The current generation of graduates is particular about whom they want to work for and how to get there. They require an engaging, more proactive, multi-touch approach to convert them into applicants and great hires. Your company’s candidate experience can rise to the one that graduates value—if you focus on the following areas:
7 tips to create a great candidate experience
1. Make the application process shorter than 30 minutes:
Graduates sometimes apply for 20 jobs per day, which means they will favour the short, and simple processes. Ditch the long forms to avoid dropouts.
2. Consistent and timely communication:
96% of candidates will apply for jobs at a company they know will keep them informed. Make sure timelines and expectations are communicated to candidates – and comply with them!
3. Include the key themes in the Job Description:
Write a clear and short job description incorporating the DE&I and CSR commitments from your company. Candidates are increasingly particular about the organisations they apply for. Explain the next steps in the application process.
4. Choose a tool that is bias-free by design:
Make sure the process and tools you select do not over-collect data and make candidates feel they are being heard, and not somehow discriminated against. It will help you to build a diverse and inclusive workforce by default.
5. Mobile-friendly forms and pages:
70% of job applications were made from mobile devices in 2021. Being digital natives, it is obvious for graduates to expect the whole process to be truly mobile-friendly.
6. Make it personal:
Design the assessments in such a way that candidates will feel invited to tell their stories, not tested. Make it more worthwhile by sharing personal reports/feedback. Even if the candidate does not match your job requirement, keep them amiable by sharing feedback in the form of a personalized report.
7. Seamless application process:
It should be quick, simple, and user-friendly. You must update your recruitment strategy and enforce HR tech solutions for faster and better hiring. Invest in talent assessment solutions to create a modern and efficient application process. This will attract graduate job seekers to apply to your company.
Pera’s unique assessment method is quick, accurate, and bias-free by design. It attracts young people for whom time is precious, diversity is valued, and a purpose in life is essential. Pera helps top talent to be found. Before your competitors get there first.
97% of graduate candidates love our assessment
Your candidates will love you for it.
Anytime, anywhere, your candidates just complete a simple, 3-question assessment that takes 15 minutes. This friendly, personal selection process means they feel invited to tell their story, rather than be interrogated. No more high drop-out rates.