How has your hiring process changed over the past five years? Has your organization, in response to the candidate driven job market, placed a greater emphasis on providing a courteous, easy application process for interested professionals? Has your organization, in order to create a pipeline of ready and willing passive candidates, followed up with every person who applies regardless of their status in the consideration process? In this blog, we will examine how the quality of a candidate’s application experience influences their perception of the company that they applied to. Forming positive relationships with the candidates who show interest in your organization can both improve your reputation with job seekers and fill your talent pipeline with willing candidates for future hiring. The only catch is that some of today’s most common screening practices are causing candidates to have negative application experiences.
There have been significant changes to the candidate search since the early 2000′s. Where paper resumes and spread sheets once ruled, more advanced recruiting tools such as applicant tracking systems have proven themselves to be more effective for sourcing and evaluating candidates. Similarly, many of the hiring conventions that companies have followed for years or even decades are being questioned, tested and, often, dismantled by hard facts. One practice that has emerged as essential in recent years is providing all candidates with a respectful, consistent interviewing and hiring process.
In today’s candidate driven market, companies must see the application process as two-sided. Candidates are just as capable of rejecting your organization as you are of rejecting them, and, if you don’t present them with a compelling reason to choose to work for your organization over another, well, you might lose great talent to your competition.