Everyone agrees that it’s a candidate driven market, and the statistics don’t lie either. Apparently 85% of recruiters and 62% of employers feel that the labour market is candidate driven now and the power balance has definitely shifted. For recruitment agencies that means a renewed effort to improve their existing candidate experience to make sure they’re consistently nurturing your prospects. For agency owners who aren’t necessarily on the front billing lines, this can be a difficult ask but with the right technology and company-wide processes, your candidate experience can become a sought after service. Nick Hogan, from our partner Access Group shares 4 quick tips to drive candidates to your recruitment agency.
Use data and metrics to improve the process
With so much recruitment software at our fingertips, not to mention analytical tools and data gathering, we have the ability to see what’s really going on with our candidate process and change it if it’s not working. For example, measuring abandonment rates of applications is a good measure of success, and can also tell you if your process needs shortening or refining. The analytics on your careers page will also let you know of your conversion rates and how much traffic you’re driving to jobs. The data from candidate experience surveys can also give you the blueprint for a successful hiring process that encourages candidates to engage and refer your recruitment agency.
Be transparent every step of the way
Openness and honesty are key methods of engagement with your candidates. Set expectations early on and continue to inform and communicate throughout the process. According to Career Builder, 83% of candidates argue that clear expectations would improve their overall experience with employers and recruiters. You can also use your software to maintain communication and manage expectations, setting email reminders, automated messages and engagement tools that notify consultants to reach out and redefine expectations, or just communicate and update regarding the process.
Put everything within arm’s reach
No one wants to have to stretch for the tv remote when they’re sitting comfortably on the sofa, and your candidates are no different. If we take the common assumption that everyone is a passive candidate, then why would they want to fill in lengthy job applications and go through onerous hiring cycles when they remain on the fence? Make life easier for them, every single step of the way. Your candidates might have started the process on a whim, or after a bad day, and blockers to easy applications and seamless journey are just another reason to drop out the process. Don’t give them the excuse.
Put yourself through the process
Test your candidate experience either on yourself, or a hidden shopper. Get someone you know to go through your recruitment screening process and feedback to senior stakeholders in the business, giving you the opportunity to see where your candidate experience might be letting you down. We often get so buys telling the world how great our processes are that we forget to test them out ourselves. Test as much as you can and use the information to create an even better experience for your prospects.
