Imagine: after hours of endless scrolling, you finally see your potential dream job come up and you decide to apply. Spoiler alert: that turns out not to be so easy. You are directed to a portal where you first have to create a profile before you can log in to apply at all, documents have to be uploaded, references left. But really, all you want is an interview to see if this job is actually a good fit for you. As a candidate, this is a frustrating process, but for the recruiter too - it doesn't make your reputation any more positive. And a negative application experience can cause potential candidates to drop out, or worse, post their negative comments online. According to the Human Capital Institute, as many as 72% of candidates share their bad experiences online. Automation can give you a hand in making the candidate recruitment process as smooth as possible. How do you ensure an experience that does capture the imagination? These five factors will help you get started:
- Direct communication and feedback
- Personalisation at scale
- More efficient application process
- Smooth onboarding
- Candidate nurturing
Direct communication and feedback
Radio silence. That is one of the biggest frustrations of candidates. We have all experienced it: you apply somewhere and then hear nothing. While, from a recruitment perspective, we quite understand that it takes time to make a careful consideration. This is exactly where automation comes in. Recruitment automation tools such as chatbots and automated e-mails make it possible to inform candidates immediately. These systems can answer questions in real-time and keep candidates up-to-date on their application status. This significantly improves transparency and candidate satisfaction.
Tip: direct communication is good, but too much communication can cause candidates to drop out. Everyone has applied for a job only to be flooded with unwanted e-mails. Make sure your timing is just right and so is the content.
Personalisation at scale
A positive candidate experience stands or falls with personalisation. Every candidate wants to feel valued and recognised, not a number. According to the Society for Human Resource Management (SHRM), 82% of candidates say that the ideal interaction with a recruiter is a mix between technology and personal, human interaction. With the help of data analytics, companies can offer personalised messages to hundreds or even thousands of candidates at the same time. Think personalised emails tailored to the candidate's specific interests or recommended jobs based on their skills. Automation enables personalisation at scale.
Tip: too much automation can make candidates lose interest. So even if your messaging is so personalised, keep it within limits. Only contact the candidate when this is a logical step in the process.
More efficient application process
A long and complicated application process is not only time-consuming for recruiters, but also for candidates. Automation helps streamline this process by automating tasks such as CV screening, interview scheduling and even certain types of initial interviews. This not only speeds up the process, allowing you as a company to attract talent faster, but it also improves the candidate experience by eliminating unnecessary waiting times.
Tip: test each automation step you integrate into your recruitment process - from both the recruiter's and the candidate's perspective - throughout the candidate journey. Are there any steps you need to review or risks you encounter? Do a larger automation test with a group of internal employees to assess results. Mistakes are allowed, but do it in advance. Then resolve them and only then roll out your automation to a wider audience.
Smooth onboarding
Even later in the candidate journey, when a candidate accepts the offer, there are several advantages to using recruitment automation. This process can make their transition smoother and more efficient, allowing them to be operational from day one. Automating messages welcoming the new employee makes them feel more engaged and valued from the start. Moreover, automatically scheduling all introductions can ensure that new employees are properly introduced to the company and its culture.
Tip: make sure the onboarding is not too overwhelming. Automation can help offer information and tasks gradually, rather than all at once. This helps new employees not to feel overloaded and this promotes a positive start to their career at your company.
Candidate nurturing
Not all candidates who apply are an instant match, but they could be in the future. Automation helps you maintain communication with these candidates. Send them relevant job updates or company news, so their attitude towards your company is perceived as positive and you stay top-of-mind.
Tip: use the power of segmentation to make your communication even more relevant. By segmenting candidates based on their skills, interests, or interaction history, you can make the content of your messages even more specific. This shows that you have really looked at their profile. It also increases the likelihood that they will stay engaged with your company.
Conclusion
In short: automation can have a very positive impact on the candidate experience, provided you do it right. A more efficient application process reduces the stress and uncertainty often associated with applying, while a seamless onboarding ensures that new employees feel appreciated from the very first moment. Read what the impact is for recruiters here
