Candidate Experience is probably one of the most popular buzzwords in the HR industry today. As a result, many companies begin to pay more and more attention to the candidate’s experience during the recruitment process. There is also a growing awareness of recruiters that how the candidate “feels” in the process may affect his attitude and subsequent commitment, after the hiring.

Candidate Experience in remote recruitment: what should be remembered?

The bar of maintaining a positive candidate experience grows when the whole process takes place remotely, and we do not have the opportunity to meet the candidate live. That is why today we have prepared for you an answer to the question: “How to take care of Candidate Experience by remotely recruiting ?” There are 4 concrete actions ahead of you that you can take to feel the real change.

1. Make the candidate feel important

You recruit probably every day and you know all too well the feeling when your email is bursting at the seams with messages, you have a lot of phone calls to make and a few interviews with candidates ahead of you. The consequence of such a multitude of cases is often inaccurate preparation – for example, for telephone screening with the candidate. Let the first one who has never asked for something that was clearly visible in the CV or who was never late with feedback for the Candidate, throw a stone first. In such a crowd, the risk that we will miss something or forget something is very high.

Meanwhile, on the other side, there is a person with a completely different view of the situation. A person who perfectly remembers what we agreed on and when to expect an answer. The matter becomes even more difficult for the candidate when he did not have the opportunity to talk to us live. He doesn’t know our attitude, and he doesn’t know how he fared on the phone. And on top of it all there are emotions and uncertainty about looking for a new job. This is enough for a 1-day delay in answering an e-mail or phone call to ruin our efforts to build a positive “candidate experience”.

So how to care for candidate experience in remote recruitment?

The solution is in theory simple, but implementation requires a bit of effort. Most of all – make the person you are talking to feel important. Each of your contacts, regardless of whether we are talking about a short phone call or a video call, should become a good memory for him. Be prepared to interview the candidate – show that you have read all the information you have received so far. The easiest solution is to write down everything the candidate gives you. Thanks to this, you will not ask the same question several times, you will know what is important to him and you will not miss anything important. If you add at least a little personal approach and genuine interest in the candidate, you have a chance to make him feel special.

In my experience, listing everything in the ATS system works best. No matter what tool you use, use it so that everything is saved in one place – then you will not miss anything. Take notes on a regular basis. You can write down keywords during the conversation, but it’s best to fill in your notes immediately afterwards – so that you know what it was about if you come back to them after three weeks.

2. Be human – just be!

When a man who has been looking for a job is asked about associations with the recruitment process, he will surely say that the process was stressful. Often, candidates do not have good memories, and the Internet is full of examples of how a given recruiter has treated the candidate inappropriately. Among the most common are:

  • the candidate did not have information about the process
  • the candidate was not informed about the lack of employment
  • the candidate did not receive any information at all feedback after sending your CV, even though the company promised to respond to all applications

Can it be changed so that the recruitment process (especially in the remote formula) is less stressful and friendly when technology is an additional factor that we need to take care of? Find out how to care for candidate experience in remote recruitment, and the answer is definitely yes! What the candidates appreciate the most is the recruiter’s approach, which is friendly or simply – human. If we want to get to know a person well, we will not do it in rigid and stressful conditions. I guarantee you that a person will open up to you and be honest only when they feel that you are ready and willing. What does it mean exactly and what can you do when recruiting?

  • Try to invite the candidate for a coffee – not an interview.
  • Make this meeting nice and not necessarily very formal. After all, we want to get to know the candidate as much as possible, and we will do it only under natural conditions.
  • Before the interview, send the candidate information about who will conduct the recruitment meeting. The most standard option is sending an e-mail, but maybe it is worth even recording a short message in the form of a video? Such a shortening of the distance will significantly minimize the candidate’s stress. And how to take care of it during an on-line meeting? Very similar – first of all, provide the candidate with all the technical information. What messenger will we use? How to get access to it? Especially, will we only hear or see each other.
  • Consciously take care of the atmosphere during the conversation and talk as a partner – you can say something more about yourself, say about your passions instead of just saying the name of the position.

My last and most important piece of advice is very simple – try to really get to know the candidate. Not only from the technical side – talk to him about what is important to him, what he is looking for in a new employer, where he will be able to work properly.

3. Inform – information ensures safety

A key aspect from the candidate’s point of view is having all the information about the process. Often, candidates point out that they did not know what the recruitment process would look like or what would be required of them at various stages of the recruitment. This aspect is crucial – especially when recruiting candidates remotely.

To ensure the best candidate experience in remote recruitment , a good recruiter should:

Tell us all about the recruitment process: How many steps does it consist of, and how long does it take?

Present what will happen at each stage of the recruitment: If an on-line interview takes place, what tool will it be used? Do I have to install this tool beforehand or is it enough to use the web version?

Stay in touch with the candidate – although this is apparently an obvious aspect, it is even more critical in remote recruitment. The candidate sitting on the other side of the screen, the more he expects from us information about what is happening with his application at a given moment, whether the company received the materials he sent, or which side is to take the next step at the moment.

4. Find time for analysis

The candidate’s experience during the recruitment process is crucial. And no one will tell you more about your recruitment process than the candidate who experienced it.

What you can do is ask, ask and ask again. Companies often make this mistake by only asking for feedback from people who have gone through the entire recruitment process. It is extremely important to also ask candidates who failed in the previous stages. Without a proper analysis of the answers and implementation of solutions, nothing will happen. If you want your recruitment process to become better and better and your candidate experience to grow – you need to find time to work on the process.

Candidate Experience and remote recruitment: summary

Perhaps it seems You know that these 4 tips do not differ from the standard recruitment process. That the remote formula of the process does not change it completely. However, based on my own experience, I guarantee that these 4 aspects are all the more important in the remote formula, because they are more difficult to achieve. Building a good relationship is by definition difficult – especially in an online conversation that lasts about an hour.

So what is the best way to start? Take a look at the recruiting process you are currently running and think about:

  • What can you do to make the candidate feel important?
  • What can you do to make the process more human and friendly?
  • What information may candidates be missing today?
  • What should you ask your candidates today?

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