Posted December 10, 2015 by

Creating a best touch experience for candidates and recruiters

The candidate experience represents how job applicants feel about a company’s hiring process. When it comes to the candidate experience, applicants have their own expectations. One expectation is communication, which will keep applicants engaged in the hiring process. Employers should provide the best possible experience that interests job seekers in applying for jobs and helps recruiters find the best candidates.

This webinar features David Sarnowski, former Customer Experience Manager at HarQen, who oversaw the customer outreach program, ensuring a comfortable and cohesive support experience. He also worked directly with clients to determine their future needs in product development and support. The webinar is moderated by Andrea McEwen-Henderson, former National Account Manager for College Recruiter.

3 Key Takeaways:

1. The candidate experience consists of the interactions candidates have (or don’t have) and the impression those interactions create as they engage your hiring brand.

2. In the hiring process, ideal exchange is giving more information to candidates upfront to get more information from candidates later.

3. Good or bad, candidates will talk about their candidate experiences.

If the video is not playing or displaying properly click here.

How do I know which level of interaction (high touch, best touch, low touch) to use?

Ask yourself what your candidate is expecting and what you can do. Look at the volume of hiring you’re doing, the nature of your position, and get feedback on the candidate experience of recent hires.

How does the volume of candidates impact things?

If you have a smaller list of candidates, you have to sell the job and company more. The smaller your list, the more likely you’ll need to focus on the ideal exchange of information to start with. The same applies for a larger list of candidates. Screen candidates by letting them self-select out, identifying if they’re a good fit or not for a job and company before they apply.

Why do you recommend sharing more information than we get from candidates?

Recruiting is selling a job. If you can sell the job, candidates may express interest and offer more information to you to learn more about the job. You create a selling environment where you’ll find the right candidate who will be happy with this opportunity.

We have really limited resources. What’s the most important thing to do to improve the candidate experience?

The most important thing to do is think about how to communicate about your organization and culture. See if your careers page and LinkedIn page describe what it’s like to work at your company; if not, spend time doing so. Also, improve communication with candidates to fill voids in the hiring process so they’re engaged with it.

David Sarnowski, former Customer Experience Manager at HarQen, oversaw the customer outreach program, ensuring a comfortable and cohesive support experience. David also worked directly with clients to determine their future needs in product development and support, as well as managed marketing outreach efforts through traditional and social media channels.

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