Blog
Candidate Experience Matters: 3 Practical Tips for Successful Hiring
Panelists
No items found.
Blog
Connect with us to learn how Formstack can help you digitize what matters, automate workflows, and fix processes—all without code.
In today’s competitive talent market, the candidate’s experience is crucial. Yet, across the board, statistics show that many companies are struggling to improve the way they source and attract talent. Providing a poor candidate experience can have far-reaching consequences for an organization.
Consider the idea of “candidates as consumers.” In a survey by CandE, 46 percent of candidates stated they’d sever a business relationship with a brand and go elsewhere after suffering a poor application experience. If a company develops a reputation for poor candidate experience, they could face serious losses.
A “poor experience” means different things for different candidates. However, given the reality that time-to-hire can reach up to 40 days in some industries (while top talent is only available for an average of 10 days), it’s clear something has to change. Below is a list of practical tips HR and recruiting professionals can use to elevate their hiring strategy and optimize candidate experience.
Hiring an employee has a widespread impact on a company. Not only is a candidate expected to perform day-to-day responsibilities within their role, but they’re also typically required to be adept at collaborating across departments. Interviews have historically focused on professional or technical skills, with less thought given to a candidate’s culture fit or personal development goals. So, how can recruiting professionals identify which candidates will be the right fit for the company?
One impactful solution is to build cross-discipline interview teams. These can consist of:
Optional additions could be members of other teams who play a significant role in company culture or a randomized selection of employees from various disciplines. Diversifying your interview team gives candidates a chance to learn more about company culture and leadership while letting employers see candidates interact with staff across disciplines.
Multi-channel sourcing involves reaching candidates through a variety of different tools and processes. Some examples include:
Recruiters leverage more than one sourcing channel in order to widen their net and snag as many qualified applicants as possible. Although multi-channel sourcing has become a standardized part of the hiring process for many professionals, it’s not without its challenges.
It can be incredibly difficult to keep messaging consistent and collect data from these disparate sources in an efficient manner when relying on manual processes like spreadsheets. The proliferation of digital solutions for HR professionals enables recruiters to organize and report against sourcing analytics dashboards that reflect how recruiting strategies perform in real-time.
Additionally, being able to capture elusive candidates across a variety of channels helps to create an ongoing talent pipeline for recruiters to choose from. Advantages like these can ultimately drive hiring strategy, impact business outcomes, and keep socially driven candidates more engaged throughout the process.
Related: How to Hire the Best Remote Workers
Many industries have tedious manual processes that can benefit from an investment in automation. Recruiting is a great example, as HR and recruiting staff are responsible for managing a large amount of candidate and company information.
For starters, recruiting teams can streamline their workflows using automated workflow forms. These multi-step online forms streamline the information-gathering and reviewing portions of the hiring process, freeing up teams to work on higher-level strategies.
Formstack’s workflow forms specifically help expedite the hiring process by allowing a workflow to travel between a recruiter and a candidate throughout the application process and combining all the information into a single record once applicants have been notified of their status.
Creating a better candidate experience can be a complicated, nuanced endeavor. For many recruiters, it’s about keeping top talent engaged in the process by creating a more personalized interview experience, drilling down into recruiting analytics, and expediting manual tasks.
If you’re interested in upgrading recruiting or new hire onboarding processes, check out our lineup of HR templates. You can get started with any of our templates by starting a free trial today!
In today’s competitive talent market, the candidate’s experience is crucial. Yet, across the board, statistics show that many companies are struggling to improve the way they source and attract talent. Providing a poor candidate experience can have far-reaching consequences for an organization.
Consider the idea of “candidates as consumers.” In a survey by CandE, 46 percent of candidates stated they’d sever a business relationship with a brand and go elsewhere after suffering a poor application experience. If a company develops a reputation for poor candidate experience, they could face serious losses.
A “poor experience” means different things for different candidates. However, given the reality that time-to-hire can reach up to 40 days in some industries (while top talent is only available for an average of 10 days), it’s clear something has to change. Below is a list of practical tips HR and recruiting professionals can use to elevate their hiring strategy and optimize candidate experience.
Hiring an employee has a widespread impact on a company. Not only is a candidate expected to perform day-to-day responsibilities within their role, but they’re also typically required to be adept at collaborating across departments. Interviews have historically focused on professional or technical skills, with less thought given to a candidate’s culture fit or personal development goals. So, how can recruiting professionals identify which candidates will be the right fit for the company?
One impactful solution is to build cross-discipline interview teams. These can consist of:
Optional additions could be members of other teams who play a significant role in company culture or a randomized selection of employees from various disciplines. Diversifying your interview team gives candidates a chance to learn more about company culture and leadership while letting employers see candidates interact with staff across disciplines.
Multi-channel sourcing involves reaching candidates through a variety of different tools and processes. Some examples include:
Recruiters leverage more than one sourcing channel in order to widen their net and snag as many qualified applicants as possible. Although multi-channel sourcing has become a standardized part of the hiring process for many professionals, it’s not without its challenges.
It can be incredibly difficult to keep messaging consistent and collect data from these disparate sources in an efficient manner when relying on manual processes like spreadsheets. The proliferation of digital solutions for HR professionals enables recruiters to organize and report against sourcing analytics dashboards that reflect how recruiting strategies perform in real-time.
Additionally, being able to capture elusive candidates across a variety of channels helps to create an ongoing talent pipeline for recruiters to choose from. Advantages like these can ultimately drive hiring strategy, impact business outcomes, and keep socially driven candidates more engaged throughout the process.
Related: How to Hire the Best Remote Workers
Many industries have tedious manual processes that can benefit from an investment in automation. Recruiting is a great example, as HR and recruiting staff are responsible for managing a large amount of candidate and company information.
For starters, recruiting teams can streamline their workflows using automated workflow forms. These multi-step online forms streamline the information-gathering and reviewing portions of the hiring process, freeing up teams to work on higher-level strategies.
Formstack’s workflow forms specifically help expedite the hiring process by allowing a workflow to travel between a recruiter and a candidate throughout the application process and combining all the information into a single record once applicants have been notified of their status.
Creating a better candidate experience can be a complicated, nuanced endeavor. For many recruiters, it’s about keeping top talent engaged in the process by creating a more personalized interview experience, drilling down into recruiting analytics, and expediting manual tasks.
If you’re interested in upgrading recruiting or new hire onboarding processes, check out our lineup of HR templates. You can get started with any of our templates by starting a free trial today!
In today’s competitive talent market, the candidate’s experience is crucial. Yet, across the board, statistics show that many companies are struggling to improve the way they source and attract talent. Providing a poor candidate experience can have far-reaching consequences for an organization.
Consider the idea of “candidates as consumers.” In a survey by CandE, 46 percent of candidates stated they’d sever a business relationship with a brand and go elsewhere after suffering a poor application experience. If a company develops a reputation for poor candidate experience, they could face serious losses.
A “poor experience” means different things for different candidates. However, given the reality that time-to-hire can reach up to 40 days in some industries (while top talent is only available for an average of 10 days), it’s clear something has to change. Below is a list of practical tips HR and recruiting professionals can use to elevate their hiring strategy and optimize candidate experience.
Hiring an employee has a widespread impact on a company. Not only is a candidate expected to perform day-to-day responsibilities within their role, but they’re also typically required to be adept at collaborating across departments. Interviews have historically focused on professional or technical skills, with less thought given to a candidate’s culture fit or personal development goals. So, how can recruiting professionals identify which candidates will be the right fit for the company?
One impactful solution is to build cross-discipline interview teams. These can consist of:
Optional additions could be members of other teams who play a significant role in company culture or a randomized selection of employees from various disciplines. Diversifying your interview team gives candidates a chance to learn more about company culture and leadership while letting employers see candidates interact with staff across disciplines.
Multi-channel sourcing involves reaching candidates through a variety of different tools and processes. Some examples include:
Recruiters leverage more than one sourcing channel in order to widen their net and snag as many qualified applicants as possible. Although multi-channel sourcing has become a standardized part of the hiring process for many professionals, it’s not without its challenges.
It can be incredibly difficult to keep messaging consistent and collect data from these disparate sources in an efficient manner when relying on manual processes like spreadsheets. The proliferation of digital solutions for HR professionals enables recruiters to organize and report against sourcing analytics dashboards that reflect how recruiting strategies perform in real-time.
Additionally, being able to capture elusive candidates across a variety of channels helps to create an ongoing talent pipeline for recruiters to choose from. Advantages like these can ultimately drive hiring strategy, impact business outcomes, and keep socially driven candidates more engaged throughout the process.
Related: How to Hire the Best Remote Workers
Many industries have tedious manual processes that can benefit from an investment in automation. Recruiting is a great example, as HR and recruiting staff are responsible for managing a large amount of candidate and company information.
For starters, recruiting teams can streamline their workflows using automated workflow forms. These multi-step online forms streamline the information-gathering and reviewing portions of the hiring process, freeing up teams to work on higher-level strategies.
Formstack’s workflow forms specifically help expedite the hiring process by allowing a workflow to travel between a recruiter and a candidate throughout the application process and combining all the information into a single record once applicants have been notified of their status.
Creating a better candidate experience can be a complicated, nuanced endeavor. For many recruiters, it’s about keeping top talent engaged in the process by creating a more personalized interview experience, drilling down into recruiting analytics, and expediting manual tasks.
If you’re interested in upgrading recruiting or new hire onboarding processes, check out our lineup of HR templates. You can get started with any of our templates by starting a free trial today!
In today’s competitive talent market, the candidate’s experience is crucial. Yet, across the board, statistics show that many companies are struggling to improve the way they source and attract talent. Providing a poor candidate experience can have far-reaching consequences for an organization.
Consider the idea of “candidates as consumers.” In a survey by CandE, 46 percent of candidates stated they’d sever a business relationship with a brand and go elsewhere after suffering a poor application experience. If a company develops a reputation for poor candidate experience, they could face serious losses.
A “poor experience” means different things for different candidates. However, given the reality that time-to-hire can reach up to 40 days in some industries (while top talent is only available for an average of 10 days), it’s clear something has to change. Below is a list of practical tips HR and recruiting professionals can use to elevate their hiring strategy and optimize candidate experience.
Hiring an employee has a widespread impact on a company. Not only is a candidate expected to perform day-to-day responsibilities within their role, but they’re also typically required to be adept at collaborating across departments. Interviews have historically focused on professional or technical skills, with less thought given to a candidate’s culture fit or personal development goals. So, how can recruiting professionals identify which candidates will be the right fit for the company?
One impactful solution is to build cross-discipline interview teams. These can consist of:
Optional additions could be members of other teams who play a significant role in company culture or a randomized selection of employees from various disciplines. Diversifying your interview team gives candidates a chance to learn more about company culture and leadership while letting employers see candidates interact with staff across disciplines.
Multi-channel sourcing involves reaching candidates through a variety of different tools and processes. Some examples include:
Recruiters leverage more than one sourcing channel in order to widen their net and snag as many qualified applicants as possible. Although multi-channel sourcing has become a standardized part of the hiring process for many professionals, it’s not without its challenges.
It can be incredibly difficult to keep messaging consistent and collect data from these disparate sources in an efficient manner when relying on manual processes like spreadsheets. The proliferation of digital solutions for HR professionals enables recruiters to organize and report against sourcing analytics dashboards that reflect how recruiting strategies perform in real-time.
Additionally, being able to capture elusive candidates across a variety of channels helps to create an ongoing talent pipeline for recruiters to choose from. Advantages like these can ultimately drive hiring strategy, impact business outcomes, and keep socially driven candidates more engaged throughout the process.
Related: How to Hire the Best Remote Workers
Many industries have tedious manual processes that can benefit from an investment in automation. Recruiting is a great example, as HR and recruiting staff are responsible for managing a large amount of candidate and company information.
For starters, recruiting teams can streamline their workflows using automated workflow forms. These multi-step online forms streamline the information-gathering and reviewing portions of the hiring process, freeing up teams to work on higher-level strategies.
Formstack’s workflow forms specifically help expedite the hiring process by allowing a workflow to travel between a recruiter and a candidate throughout the application process and combining all the information into a single record once applicants have been notified of their status.
Creating a better candidate experience can be a complicated, nuanced endeavor. For many recruiters, it’s about keeping top talent engaged in the process by creating a more personalized interview experience, drilling down into recruiting analytics, and expediting manual tasks.
If you’re interested in upgrading recruiting or new hire onboarding processes, check out our lineup of HR templates. You can get started with any of our templates by starting a free trial today!
Collecting payments with online forms is easy, but first, you have to choose the right payment gateway. Browse the providers in our gateway credit card processing comparison chart to find the best option for your business. Then sign up for Formstack Forms, customize your payment forms, and start collecting profits in minutes.
NOTE: These amounts reflect the monthly subscription for the payment provider. Formstack does not charge a fee to integrate with any of our payment partners.
In today’s competitive talent market, the candidate’s experience is crucial. Yet, across the board, statistics show that many companies are struggling to improve the way they source and attract talent. Providing a poor candidate experience can have far-reaching consequences for an organization.
Consider the idea of “candidates as consumers.” In a survey by CandE, 46 percent of candidates stated they’d sever a business relationship with a brand and go elsewhere after suffering a poor application experience. If a company develops a reputation for poor candidate experience, they could face serious losses.
A “poor experience” means different things for different candidates. However, given the reality that time-to-hire can reach up to 40 days in some industries (while top talent is only available for an average of 10 days), it’s clear something has to change. Below is a list of practical tips HR and recruiting professionals can use to elevate their hiring strategy and optimize candidate experience.
Hiring an employee has a widespread impact on a company. Not only is a candidate expected to perform day-to-day responsibilities within their role, but they’re also typically required to be adept at collaborating across departments. Interviews have historically focused on professional or technical skills, with less thought given to a candidate’s culture fit or personal development goals. So, how can recruiting professionals identify which candidates will be the right fit for the company?
One impactful solution is to build cross-discipline interview teams. These can consist of:
Optional additions could be members of other teams who play a significant role in company culture or a randomized selection of employees from various disciplines. Diversifying your interview team gives candidates a chance to learn more about company culture and leadership while letting employers see candidates interact with staff across disciplines.
Multi-channel sourcing involves reaching candidates through a variety of different tools and processes. Some examples include:
Recruiters leverage more than one sourcing channel in order to widen their net and snag as many qualified applicants as possible. Although multi-channel sourcing has become a standardized part of the hiring process for many professionals, it’s not without its challenges.
It can be incredibly difficult to keep messaging consistent and collect data from these disparate sources in an efficient manner when relying on manual processes like spreadsheets. The proliferation of digital solutions for HR professionals enables recruiters to organize and report against sourcing analytics dashboards that reflect how recruiting strategies perform in real-time.
Additionally, being able to capture elusive candidates across a variety of channels helps to create an ongoing talent pipeline for recruiters to choose from. Advantages like these can ultimately drive hiring strategy, impact business outcomes, and keep socially driven candidates more engaged throughout the process.
Related: How to Hire the Best Remote Workers
Many industries have tedious manual processes that can benefit from an investment in automation. Recruiting is a great example, as HR and recruiting staff are responsible for managing a large amount of candidate and company information.
For starters, recruiting teams can streamline their workflows using automated workflow forms. These multi-step online forms streamline the information-gathering and reviewing portions of the hiring process, freeing up teams to work on higher-level strategies.
Formstack’s workflow forms specifically help expedite the hiring process by allowing a workflow to travel between a recruiter and a candidate throughout the application process and combining all the information into a single record once applicants have been notified of their status.
Creating a better candidate experience can be a complicated, nuanced endeavor. For many recruiters, it’s about keeping top talent engaged in the process by creating a more personalized interview experience, drilling down into recruiting analytics, and expediting manual tasks.
If you’re interested in upgrading recruiting or new hire onboarding processes, check out our lineup of HR templates. You can get started with any of our templates by starting a free trial today!
In today’s competitive talent market, the candidate’s experience is crucial. Yet, across the board, statistics show that many companies are struggling to improve the way they source and attract talent. Providing a poor candidate experience can have far-reaching consequences for an organization.
Consider the idea of “candidates as consumers.” In a survey by CandE, 46 percent of candidates stated they’d sever a business relationship with a brand and go elsewhere after suffering a poor application experience. If a company develops a reputation for poor candidate experience, they could face serious losses.
A “poor experience” means different things for different candidates. However, given the reality that time-to-hire can reach up to 40 days in some industries (while top talent is only available for an average of 10 days), it’s clear something has to change. Below is a list of practical tips HR and recruiting professionals can use to elevate their hiring strategy and optimize candidate experience.
Hiring an employee has a widespread impact on a company. Not only is a candidate expected to perform day-to-day responsibilities within their role, but they’re also typically required to be adept at collaborating across departments. Interviews have historically focused on professional or technical skills, with less thought given to a candidate’s culture fit or personal development goals. So, how can recruiting professionals identify which candidates will be the right fit for the company?
One impactful solution is to build cross-discipline interview teams. These can consist of:
Optional additions could be members of other teams who play a significant role in company culture or a randomized selection of employees from various disciplines. Diversifying your interview team gives candidates a chance to learn more about company culture and leadership while letting employers see candidates interact with staff across disciplines.
Multi-channel sourcing involves reaching candidates through a variety of different tools and processes. Some examples include:
Recruiters leverage more than one sourcing channel in order to widen their net and snag as many qualified applicants as possible. Although multi-channel sourcing has become a standardized part of the hiring process for many professionals, it’s not without its challenges.
It can be incredibly difficult to keep messaging consistent and collect data from these disparate sources in an efficient manner when relying on manual processes like spreadsheets. The proliferation of digital solutions for HR professionals enables recruiters to organize and report against sourcing analytics dashboards that reflect how recruiting strategies perform in real-time.
Additionally, being able to capture elusive candidates across a variety of channels helps to create an ongoing talent pipeline for recruiters to choose from. Advantages like these can ultimately drive hiring strategy, impact business outcomes, and keep socially driven candidates more engaged throughout the process.
Related: How to Hire the Best Remote Workers
Many industries have tedious manual processes that can benefit from an investment in automation. Recruiting is a great example, as HR and recruiting staff are responsible for managing a large amount of candidate and company information.
For starters, recruiting teams can streamline their workflows using automated workflow forms. These multi-step online forms streamline the information-gathering and reviewing portions of the hiring process, freeing up teams to work on higher-level strategies.
Formstack’s workflow forms specifically help expedite the hiring process by allowing a workflow to travel between a recruiter and a candidate throughout the application process and combining all the information into a single record once applicants have been notified of their status.
Creating a better candidate experience can be a complicated, nuanced endeavor. For many recruiters, it’s about keeping top talent engaged in the process by creating a more personalized interview experience, drilling down into recruiting analytics, and expediting manual tasks.
If you’re interested in upgrading recruiting or new hire onboarding processes, check out our lineup of HR templates. You can get started with any of our templates by starting a free trial today!
In today’s competitive talent market, the candidate’s experience is crucial. Yet, across the board, statistics show that many companies are struggling to improve the way they source and attract talent. Providing a poor candidate experience can have far-reaching consequences for an organization.
Consider the idea of “candidates as consumers.” In a survey by CandE, 46 percent of candidates stated they’d sever a business relationship with a brand and go elsewhere after suffering a poor application experience. If a company develops a reputation for poor candidate experience, they could face serious losses.
A “poor experience” means different things for different candidates. However, given the reality that time-to-hire can reach up to 40 days in some industries (while top talent is only available for an average of 10 days), it’s clear something has to change. Below is a list of practical tips HR and recruiting professionals can use to elevate their hiring strategy and optimize candidate experience.
Hiring an employee has a widespread impact on a company. Not only is a candidate expected to perform day-to-day responsibilities within their role, but they’re also typically required to be adept at collaborating across departments. Interviews have historically focused on professional or technical skills, with less thought given to a candidate’s culture fit or personal development goals. So, how can recruiting professionals identify which candidates will be the right fit for the company?
One impactful solution is to build cross-discipline interview teams. These can consist of:
Optional additions could be members of other teams who play a significant role in company culture or a randomized selection of employees from various disciplines. Diversifying your interview team gives candidates a chance to learn more about company culture and leadership while letting employers see candidates interact with staff across disciplines.
Multi-channel sourcing involves reaching candidates through a variety of different tools and processes. Some examples include:
Recruiters leverage more than one sourcing channel in order to widen their net and snag as many qualified applicants as possible. Although multi-channel sourcing has become a standardized part of the hiring process for many professionals, it’s not without its challenges.
It can be incredibly difficult to keep messaging consistent and collect data from these disparate sources in an efficient manner when relying on manual processes like spreadsheets. The proliferation of digital solutions for HR professionals enables recruiters to organize and report against sourcing analytics dashboards that reflect how recruiting strategies perform in real-time.
Additionally, being able to capture elusive candidates across a variety of channels helps to create an ongoing talent pipeline for recruiters to choose from. Advantages like these can ultimately drive hiring strategy, impact business outcomes, and keep socially driven candidates more engaged throughout the process.
Related: How to Hire the Best Remote Workers
Many industries have tedious manual processes that can benefit from an investment in automation. Recruiting is a great example, as HR and recruiting staff are responsible for managing a large amount of candidate and company information.
For starters, recruiting teams can streamline their workflows using automated workflow forms. These multi-step online forms streamline the information-gathering and reviewing portions of the hiring process, freeing up teams to work on higher-level strategies.
Formstack’s workflow forms specifically help expedite the hiring process by allowing a workflow to travel between a recruiter and a candidate throughout the application process and combining all the information into a single record once applicants have been notified of their status.
Creating a better candidate experience can be a complicated, nuanced endeavor. For many recruiters, it’s about keeping top talent engaged in the process by creating a more personalized interview experience, drilling down into recruiting analytics, and expediting manual tasks.
If you’re interested in upgrading recruiting or new hire onboarding processes, check out our lineup of HR templates. You can get started with any of our templates by starting a free trial today!
In today’s competitive talent market, the candidate’s experience is crucial. Yet, across the board, statistics show that many companies are struggling to improve the way they source and attract talent. Providing a poor candidate experience can have far-reaching consequences for an organization.
Consider the idea of “candidates as consumers.” In a survey by CandE, 46 percent of candidates stated they’d sever a business relationship with a brand and go elsewhere after suffering a poor application experience. If a company develops a reputation for poor candidate experience, they could face serious losses.
A “poor experience” means different things for different candidates. However, given the reality that time-to-hire can reach up to 40 days in some industries (while top talent is only available for an average of 10 days), it’s clear something has to change. Below is a list of practical tips HR and recruiting professionals can use to elevate their hiring strategy and optimize candidate experience.
Hiring an employee has a widespread impact on a company. Not only is a candidate expected to perform day-to-day responsibilities within their role, but they’re also typically required to be adept at collaborating across departments. Interviews have historically focused on professional or technical skills, with less thought given to a candidate’s culture fit or personal development goals. So, how can recruiting professionals identify which candidates will be the right fit for the company?
One impactful solution is to build cross-discipline interview teams. These can consist of:
Optional additions could be members of other teams who play a significant role in company culture or a randomized selection of employees from various disciplines. Diversifying your interview team gives candidates a chance to learn more about company culture and leadership while letting employers see candidates interact with staff across disciplines.
Multi-channel sourcing involves reaching candidates through a variety of different tools and processes. Some examples include:
Recruiters leverage more than one sourcing channel in order to widen their net and snag as many qualified applicants as possible. Although multi-channel sourcing has become a standardized part of the hiring process for many professionals, it’s not without its challenges.
It can be incredibly difficult to keep messaging consistent and collect data from these disparate sources in an efficient manner when relying on manual processes like spreadsheets. The proliferation of digital solutions for HR professionals enables recruiters to organize and report against sourcing analytics dashboards that reflect how recruiting strategies perform in real-time.
Additionally, being able to capture elusive candidates across a variety of channels helps to create an ongoing talent pipeline for recruiters to choose from. Advantages like these can ultimately drive hiring strategy, impact business outcomes, and keep socially driven candidates more engaged throughout the process.
Related: How to Hire the Best Remote Workers
Many industries have tedious manual processes that can benefit from an investment in automation. Recruiting is a great example, as HR and recruiting staff are responsible for managing a large amount of candidate and company information.
For starters, recruiting teams can streamline their workflows using automated workflow forms. These multi-step online forms streamline the information-gathering and reviewing portions of the hiring process, freeing up teams to work on higher-level strategies.
Formstack’s workflow forms specifically help expedite the hiring process by allowing a workflow to travel between a recruiter and a candidate throughout the application process and combining all the information into a single record once applicants have been notified of their status.
Creating a better candidate experience can be a complicated, nuanced endeavor. For many recruiters, it’s about keeping top talent engaged in the process by creating a more personalized interview experience, drilling down into recruiting analytics, and expediting manual tasks.
If you’re interested in upgrading recruiting or new hire onboarding processes, check out our lineup of HR templates. You can get started with any of our templates by starting a free trial today!
In today’s competitive talent market, the candidate’s experience is crucial. Yet, across the board, statistics show that many companies are struggling to improve the way they source and attract talent. Providing a poor candidate experience can have far-reaching consequences for an organization.
Consider the idea of “candidates as consumers.” In a survey by CandE, 46 percent of candidates stated they’d sever a business relationship with a brand and go elsewhere after suffering a poor application experience. If a company develops a reputation for poor candidate experience, they could face serious losses.
A “poor experience” means different things for different candidates. However, given the reality that time-to-hire can reach up to 40 days in some industries (while top talent is only available for an average of 10 days), it’s clear something has to change. Below is a list of practical tips HR and recruiting professionals can use to elevate their hiring strategy and optimize candidate experience.
Hiring an employee has a widespread impact on a company. Not only is a candidate expected to perform day-to-day responsibilities within their role, but they’re also typically required to be adept at collaborating across departments. Interviews have historically focused on professional or technical skills, with less thought given to a candidate’s culture fit or personal development goals. So, how can recruiting professionals identify which candidates will be the right fit for the company?
One impactful solution is to build cross-discipline interview teams. These can consist of:
Optional additions could be members of other teams who play a significant role in company culture or a randomized selection of employees from various disciplines. Diversifying your interview team gives candidates a chance to learn more about company culture and leadership while letting employers see candidates interact with staff across disciplines.
Multi-channel sourcing involves reaching candidates through a variety of different tools and processes. Some examples include:
Recruiters leverage more than one sourcing channel in order to widen their net and snag as many qualified applicants as possible. Although multi-channel sourcing has become a standardized part of the hiring process for many professionals, it’s not without its challenges.
It can be incredibly difficult to keep messaging consistent and collect data from these disparate sources in an efficient manner when relying on manual processes like spreadsheets. The proliferation of digital solutions for HR professionals enables recruiters to organize and report against sourcing analytics dashboards that reflect how recruiting strategies perform in real-time.
Additionally, being able to capture elusive candidates across a variety of channels helps to create an ongoing talent pipeline for recruiters to choose from. Advantages like these can ultimately drive hiring strategy, impact business outcomes, and keep socially driven candidates more engaged throughout the process.
Related: How to Hire the Best Remote Workers
Many industries have tedious manual processes that can benefit from an investment in automation. Recruiting is a great example, as HR and recruiting staff are responsible for managing a large amount of candidate and company information.
For starters, recruiting teams can streamline their workflows using automated workflow forms. These multi-step online forms streamline the information-gathering and reviewing portions of the hiring process, freeing up teams to work on higher-level strategies.
Formstack’s workflow forms specifically help expedite the hiring process by allowing a workflow to travel between a recruiter and a candidate throughout the application process and combining all the information into a single record once applicants have been notified of their status.
Creating a better candidate experience can be a complicated, nuanced endeavor. For many recruiters, it’s about keeping top talent engaged in the process by creating a more personalized interview experience, drilling down into recruiting analytics, and expediting manual tasks.
If you’re interested in upgrading recruiting or new hire onboarding processes, check out our lineup of HR templates. You can get started with any of our templates by starting a free trial today!
