Companies who are putting the candidate experience at the heart of their recruitment strategy, are best positioned to gain a competitive edge over their competitors. But what does the modern candidate want? Here are three important pointers to keep in mind when designing a candidate-friendly application process.
Cut down travel time
Most employers ask selected candidates to come to their office for a first-round interview. However, travel time and costs can be a reason not to apply. For almost a quarter of the job-seekers (22%) the travel time in particular can be a reason not to apply. They simply cannot be bothered anymore to spend a full morning or afternoon on an interview of half an hour or an hour, while chances are it will lead to nothing.
Offer interviews outside of working hours. People who get invited for an interview often have to time off from work. Almost half of the job-seekers (47%) would be more inclined to apply for a position if they would not have to take time off work for the first job interview.
A fast procedure
The speed at which the selection procedure is carried out is critical in ensuring that the best people get hired. Remember that the best applicants have a choice between employers and are more likely to land a job with the employer that is the fastest. Most of the applicants think that the first interview should occur within two weeks after their application. Some even regularly leave an application because another employer is able to offer a faster process. Therefore, a slow process will not only have a negative impact on an organization’s reputation and brand, but can also result in a loss of talent.
Simply said, be fast and flexible both in terms of time and place. Today’s candidate is busy and wants to spend as little time as possible on each application. Finding a job requires a serious time investment of the candidates. Browsing through vacancies, composing a personal, individual application, updating the CV, attending job interviews including preparations and travel time, negotiations and so on. In many cases, that is hard to combine with a busy job. Today's candidate demands a quick, efficient and accessible process. Anyone who keeps this candidate wishes in mind and can invite candidates earlier than the competition, holds the best cards to recruit the best candidate.
So how do you create an efficient but candidate-friendly application process? For many enterprises the use of video recruitment offers a solution. More and more employers are using video to recruit talent as it powers their selection process with highly needed flexibility and efficiency. They shorten their time-to-hire, reduce cost and save valuable time of both recruiter, hiring manager and candidate without losing the (personal) candidate experience.
The figures in this blog are based on a study of Dutch researcher TNS NIPO.