The process of finding a job has undergone a massive change. Today, job seeking isn't about interviewing at a company and then waiting for weeks to hear the final hiring decision. Owing to the pandemic, candidates have realized how important it is to find a company that does not just offer employment but can go above and beyond to ensure their prospective employees have a pleasant experience.

Now, the power has shifted to employees from companies. This shift is because we are in an economy where employers are vying for the best talent. Multiple companies are hiring, but there are not enough candidates to fill those open positions. Hence, it is crucial for employers to reconsider the candidate experience they provide, right from posting the job opening to handing out the employment offer.

What Is Candidate Experience, and Why Does It Matter?

Candidate experience can be defined as the job seeker's impression of an employer during the recruitment process. It involves every touchpoint through which a candidate comes in contact with an employer, including the job advert, application process, preliminary assessments, interviews, and communication followed after that.

During each step, candidates build a perception about their potential employer based on questions such as how straightforward is the application process? How detailed is the job description? Is the employer inclusive? Does the employer have a good reputation in the market? How lengthy is the hiring process? Does the employer provide constructive feedback following an interview?

Finding answers to such questions eventually influences a candidate's decision to accept or reject a job offer. In fact, according to the CareerPlug study, 58% of job seekers had declined a job offer due to poor experience. Also, a negative candidate experience does not just reduce the chances of hiring good talent, but it increases the risk of damaging a company's reputation. This is because 72% of candidates who have had a poor experience have shared it with someone or posted about it on the internet.

In the end, a poor experience can cost companies talent, money, and reputation. Hence, companies need to assess the factors affecting the candidate experience and create strategies to improve it.

Top Five Factors That Influence a Candidate's Decision to Join a Company

1. The atmosphere of the workplace

The atmosphere reflects how a company and its employees work as well as its culture. It helps candidates assess if the workplace seems too formal or fun, whether colleagues collaborate, whether employee well-being is prioritized, and so on. 90% of candidates consider this factor while making a decision.

2. Interviewer experience

We have come across many articles that explain the dos and don'ts for a candidate during an interview. Now, the tables have turned. Candidates are evaluating the interview process to learn about a company. During this step, potential employees often focus on the questions covered by the interviewer, transparency, structure, overall body language, and total time taken to complete it.

3. Responsiveness during and after the hiring process

If there's poor or no communication from the recruiter after the interview process, it is considered a big red flag. Companies might not want to hire a candidate, but it is important to at least convey this decision instead of keeping them in the dark.

4. Transparency

Transparency is a sign that shows that companies value a candidate's time and will be honest with them. Being upfront and honest also helps the candidate get an unfiltered view of the job and the company, thereby reducing uncertainty.

5. The appearance of the workplace

This is where candidates judge the workplace at face value. Does the workplace feel inviting? Are there multi-functional spaces? Is the office space designed to enhance employee productivity? Candidates consider such factors before they can come to a conclusion.

How Companies Can Enhance Candidate Experience

When candidates were asked what employers can do to improve the overall hiring experience in the survey by CareerPlug, this is what they had to share:

• Provide clear and accurate information about the job and responsibilities in the job ad/post, or on the company website.
• Be transparent during the hiring process about compensation and benefits.
• Focus on prompt and frequent communication during and after the interview process.
• Shorten the duration taken to interview and onboard candidates.

Apart from the ones suggested by the candidates in the survey, companies can also focus on:

• Making sure it is easy for candidates to apply for any job opening
• Being accessible
• Providing a designated contact person
• Being honest about the timeline and interview structure
• Informing the candidate if the job opening is already filled by someone else

Conclusion

At the end of the day, candidates want to work with an organization that values their time, prioritizes their wellbeing, and is willing to adapt to the constantly changing work environment. Hence, having a smooth candidate experience isn’t negotiable.

Since we are in an employee-led market, employers should listen to them and focus on creating an experience that will make the candidates want to work at the organization, give their best, and stay for a long period.

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