Anna Schwarzová is the co-founder of the marketing and HR company Novitim. She has been working in the field of recruitment, personality analysis, recruitment and other areas of HR for ten years. We interviewed Anna on the topic of candidate experience, which plays a more than important role in the HR world today.
What is candidate experience?
Candidate experience expresses how the job seeker perceives the entire recruitment process of the company he/she is applying to.
How has the view of candidate experience, or the experience a candidate gets with a company during the recruitment process, changed recently?
Currently, the candidate is in the position of pulling the long end of the rope and choosing the employer. Therefore, the candidate experience is also a much more discussed area for companies and recruiters. In fact, it is one of the most important factors for attracting talent and good candidates.
Companies are much more focused on how the candidate felt when they experienced their recruitment process. They realize that whether they evoke good or bad emotions in a candidate, in either case, those feelings will influence their future decision-making and behavior.
When does a candidate start to perceive and experience the meeting with the company, the potential employer?
It's already the moment the candidate sees the job advertisement. This is where the company's perception sensor is activated and depending on whether he is comfortable with the style of the advert and the communication the company sends to him, he will give the next contact a chance. The way in which the advert is written is already decisive. Therefore, it is important to post complete information about the position and describe it in a clear and human way.
At this stage, the input of a live recruiter is not yet necessary. On the contrary. I recommend the involvement of chatbots. Digitalization will free up the hands of recruiters, who can then focus more on the candidates in the next rounds of selection procedures. However, I am definitely in favour of someone or said chatbot letting the candidate know whether they are a good fit for the position or not. Any feedback is better than none. This too contributes to a good candidate experience.
Currently, candidates choose their employers, not the other way around.
What are the other stages that affect the candidate experience?
The next stage is the selection procedure itself. In my opinion, how the company communicates with the candidates is crucial. It sounds logical and simple, but sometimes the communication goes awry. Sometimes it fails to maintain sufficient and relaxed communication throughout the whole "courting" process. I recommend presenting the recruitment process to candidates in advance so they know what to expect, when and who they will be speaking to.
The company's personal and open approach throughout the recruitment process is also important. Candidates then share their positive interview experience or the entire recruitment process with those around them. This then leads to a stronger company brand and increased brand awareness.
What influences the candidate experience of non-accepted candidates?
At the stage when an employer is deciding between several candidates, it is important to think about those whom they are parting with in the selection process. Even rejected candidates are very important to the candidate experience. They will remember the company itself and the rejection process for a very long time. It's about making sure that even a rejection, which is unpleasant in itself for the candidate, is personal and kind, ideally coupled with a reason why the candidate was not accepted.
What about advertising and first interviews if the company works with external partners?
The same principle should apply here. Therefore, only choose recruitment agencies that will contribute to a good recruitment experience in your company.
In our company, we normally create advertising very individually. We want to get to know our client's company well. This then helps us to create a job offer. We want it to match the corporate culture of the client. We convey the company's environment and values to the candidate already through our advertisement.
Of course, we also understand the first interview in this way. Our consultants are aware that even if the interview takes place at our company and we talk about the client as a third person, we are part of the whole recruitment process. Therefore, the interview experience with our consultant must be as positive as possible in a way that reinforces and promotes a good opinion of the client.
What advice do you give to clients regarding candidate experience? What tips do you have for ensuring that a company maintains a positive candidate experience throughout the hiring process?
In general, I would recommend: treat candidates with respect, value their time and structure the selection process with that in mind.
As I mentioned before, think that advertising plays an important role as well. Before the candidate has a chance to speak with you, he or she will be evaluating the offer in the posted ad. Take advantage of this and influence the candidate through it.
I also appeal to time. It plays a big role. Responses to applicants must be prompt. Individual interviews must follow each other well. Avoid unnecessary time gaps between the sub-rounds and your responses. If you are interested in a candidate, let them know as soon as possible. For some fields of study, candidates lose interest the next day if they have no response from you. You are losing these candidates unnecessarily. Additionally, your late or no response contributes to the negative candidate experience associated with your company.
Advertising plays an important role in the candidate experience.
Is it important from a candidate experience point of view to include salary information in job advertisements or interviews?
Please provide transparent and truthful information in your advertisements. During interviews, be open and talk to candidates without prevarication. Present the position, the team, the company and its culture authentically. This also applies to information about remuneration. It is still true that money is the reason we come to work. Discuss salary with candidates at the outset. It works very well for the candidate experience. At the same time, you will avoid potential candidate disappointment and wasted time on both sides. I recommend to clients that the salary, or the from-to range, is already stated in the advertisement.
What other steps are necessary to maintain a positive candidate experience?
Review your career and website pages. They are part of your business card. Words are nice and carry weight, but if a candidate interested in working for you looks at a crappy site that suggests you don't care about them, it won't reflect well on them.
Keep in mind that all feedback is desirable and important - both positive and negative. Even the person you end up not agreeing to hire is a walking advertisement for you. He'll be the one to tell his friends or back home that his job didn't work out, but the people there are great. Unknowingly, they will recommend your company further - you as a good employer, and indirectly your products and services.
Does the environment of the company where the candidate comes for the interview also play a role in the whole recruitment process?
I'm sure. That's why I recommend: walk the path to your company's building and the building itself. Think about what the candidate will experience and see. Is there anything that can be improved to make the first impression as good as possible? Perhaps a receptionist who may not even be your employee, but falls under an external building management company. There is a difference when a candidate meets a friendly receptionist on the way to the interview who puts them in a good mood, rather than one who is unpleasant and strict.
For example, at one interview I was given a very dirty glass of water. I couldn't take my mind off it or drink from it. It left a strong mark on me. Fortunately, at the time, this emotion was overtaken by others - very positive ones. I liked the company and the people in it, so we high-fived.
I still recommend that you deal with the little things and details that can influence the candidate's decision. Keep your mind open and think about your environment and company through the candidate's perceptions. Change even the little things that you can influence.
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