Are candidates dropping out of your hiring funnel? Poor candidate experience may be to blame.
Why engaging candidates in your hiring process is essential
In a competitive talent market, candidate experience matters. If your hiring process isn’t built to ensure a positive candidate experience, the talent you have worked hard to recruit may not get an accurate perception of your organization and they may drop out of your selection process. Even if they do stay in the process, you might not create the level of excitement or enthusiasm for your organization that your selection process should generate.
Candidate experience begins as soon as someone first learns about your job opening. From that point forward, your process should focus on providing the information that person needs to understand why your organization is where they want to work. As applicants progress through your selection process, always remember that they need to make a decision about their fit with you, just as you are evaluating their fitness for the role. To make a positive first impression on each potential new employee, the experience your candidates have during the hiring process needs to be carefully considered.
Our top 5 tips for creating a positive candidate experience
Be clear about your expectations
Tell your candidates what to expect right from the start. Let them know how many steps there are in the hiring process, what’s involved with each of those steps, and how long each step will take — before they even apply. Most candidate dropout stems from unclear expectations and poor communication; rarely do candidates drop out because of an assessment.
Choose the right assessments
Many organizations believe shorter assessments — or no assessment at all — will reduce candidate dropout rates. But candidates expect to be assessed. If the assessment is job-related, designed to engage participants, and clearly communicated, candidates are happy to participate.
Give your candidates the chance to impress
Assessing candidates on their hard-won skills and experience shows them you’re serious about hiring someone who has what it takes to do the job. They are more likely to react negatively when they are not given a chance to show you who they are and what they are capable of. Just sending candidates through your hiring process without evaluation sends a clear message to your top candidates that you really don’t care about building a high-performance culture.
Use assessments designed for engagement
Using assessments with elements that are designed to engage is key to keeping candidates moving forward. Leverage cutting-edge layouts, interactive content, and highly stylized solutions to communicate who you are and what your culture is. Designing for engagement is critical to a well-developed selection process.
Meet your candidates where they are
Today’s candidates are mobile, high-tech, and they expect flexibility. Meet them where they are with a hiring process that is mobile-friendly and modern — and also has a proven track record that shows scoring distributions are equal whether a candidate chooses to complete an assessment on mobile or desktop. User experience in the hiring process can make or break candidate experience.
How Talogy can help you engage candidates from the start
Access the expertise of global talent consultants
Talogy’s expert consultants can craft a complete hiring solution that enhances candidate experience for each and every person. Finding the right combination of assessments and tools requires understanding of your overall organization and individual roles. Our consultants are here to listen to your needs and act on them.
Deploy modular solutions with finely tuned user experience
Our modular approach allows us to craft, mold, and shape the perfect solution for you. One size never fits all. So we’ll dig deep to curate the right selection of tools and assessments — all of which were designed with user experience at their core.
Predict performance with predictive assessments
Don’t throw out the assessment step if you have a high candidate dropout rate. Talogy’s broad range of assessments are predictive of performance, backed by psychometric science, and objectively reliable. Helping you avoid the negative consequences of a bad hire.
Get candidate reaction data
For the most accurate view of candidate experience in your hiring process, ask your candidates! Through pre- and post-assessment surveys, our consultants can generate impact reports that show what your candidates really think of your process.
We wanted to offer an engaging and enjoyable experience in line with our Business Values.
Recruitment and Training Director, Franprix Supermarkets
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