COVID 19 has changed hiring as we know it. HR, recruiters and hiring managers are having to change and adapt at incredible speed as they realign themselves to this changing landscape.
All aspects of the hiring process have changed from candidate attitudes, technology, how we interview, the volume of applications, how we shortlist and even how we onboard new starters, all have been impacted over recent months. But if you want to hire the best talent in today’s environment, you can no longer rely on your old methods.
We have been barking on about the candidate experience for years, but never has it been so important as it is right now. The quality of interaction a candidate experiences from initially hearing about your company through to starting a job with your company - or not, is one of the most talked about HR trends for 2021.
Due to high volumes of applications, more candidates than ever will be touching your brand and these customers are no different to any other customer. Many of us are scared, desperate and fearful in these unprecedented times. A good experience throughout the recruitment process will undoubtedly encourage good reviews and positive feelings across the board. Whilst there is less shortage of good candidates in a recession environment, the inevitable switch to an employer lead market, means there will be potential quantity over quantity issues ahead for many organisations. If your candidate experience wasn’t up to the mark before COVID, this new world will only amplify the bad and possibly burn your cash!
We feel your pain!
Not only are we all adapting to new ways of working, new budgets, new IT, new tasks, additional job responsibilities and changing recruitment landscape, but this is also with a high degree of uncertainty, changing priorities and personal challenges. You would be forgiven for thinking that the candidate experience is not a priority on your agenda, but with a few simple tools and a bit of foresight, not only can you improve the candidate experience and your employer brand, but also save yourself some time as well…
Here we have listed 3 key areas that have a big impact when improving the candidate experience.
1. Automation Technology
Used effectively, technology can save you heaps of time. Automated recruitment processes can help streamline, improve communication with candidates and help you identify quality in a sea of quantity, and quickly.
You can also encourage unbiased candidate assessment and can help set you apart from your competition.
With all our advertising packages, the Flat Fee Applicant Tracking System comes with them too. If you don’t have the time to screen CV’s, send out emails, arrange interviews, advise unsuccessful candidates etc, then why not let the Flat Fee Recruiter team do it for you, set up automation and even provide you with a variety of reports?
2. Understanding Recruitment Marketing
Your business strategy, your corporate brand, your job adverts, your social presence, your website, your careers pages, all your recruitment communications and your candidate journey should all gel together like glue. Taking a holistic approach to recruitment and the wider business goals rather than isolated steps, using internal marketing expertise and knowing when to outsource, will not only save you time, but will also enable you to stay true to your corporate brand.
You will also be able to further enhance traffic to your website, provide a low-cost method to engage and attract candidates and subsequently impact the bottom line with positive customers and the best employees.
3. Measure the Candidate Experience
Anyone in marketing will tell you that you can’t improve what you don’t measure and having at least a “good” candidate experience is vital to maintain a successful brand.
Setting some key touch points where you are asking for a candidate’s opinion on your process will give you some valuable information on areas to work from. There are many survey tools on the market, we use Survey Monkey with great success.
Another key matrix that will help you measure the experience includes the time to hire and time to respond. How long does it take your organisation to respond to an applicant after they have applied? The longer a candidate does not hear from you, the more likely they are to develop a negative feeling about your brand and the more likely they are to look for alternative job opportunities.
Some other measurement tools you may also wish to consider are your views to application rates, your application drop off rate, interviews arranged to attended interviews and the conversion rate of your careers page.
As with all things, recruitment is cyclical and whether some of these changes due to COVID 19 are temporary, other methods and processes we adapt will be here for the longer term. Flat Fee Recruiter has the experience, tools and resource to help you build your employer brand and create a joined up candidate experience in a budget friendly way. Helping companies from all industries and of all sizes utilise technology, access outsourced resource and recruitment marketing. Why not contact us today and chat through your challenges and wish list and see if we can help make a real difference?
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