3 Rules for Creating a Candidate-First Hiring Process
In the world of IT talent, having a unique candidate experience is a must if you want to attract professionals. It’s what keeps us ahead in a talent market that’s becoming increasingly competitive. Recruiters, on the other hand, can only control so much. “The secret to my success is that we’ve gone to exceptional lengths to hire the best people in the world.” – Steve Jobs Recruiters might wonder “How do I identify a talented recruit and keep them on my team?”. The first thing you should do is create a candidate-first hiring process. You’ll be able to enhance retention rates, promote your corporate culture, and establish cost-effective tactics by doing so. Obviously, recruiters can’t control every part of the prospect experience, such as past brand impressions and contacts with hiring managers. They can, however, advocate for the candidate from start to end as a major stakeholder on the hiring team. So, what’s the best way to get your candidate on board with a candidate-first hiring process?
3 key things that recruiters can consider when creating a successful candidate-first hiring process
Avoid using a one-size-fits-all strategy.
The majority of IT recruiters work in a number of fields. However, this does not imply that the same recruiting strategy should be used for all positions. You must be willing to design a unique workflow for each role if you want to make the candidate experience a priority.
You can start the process with a skills assessment if you’re dealing with more junior individuals or if you have a lot of inbound applications. However, you might save skills assessments for a more senior candidate or for lower-volume tasks that need outbound sourcing. Your optimum workflow will change depending on the role and the funnel’s flow.
The job description should also aid in the candidate’s trustworthiness. One method to do this is to include perks and incentives from the start. According to surveys, the ability to work remotely is at the top of the list of perks and bonuses. Finding ways to communicate these benefits sooner in the hiring process makes candidates feel valued and provides a solid basis for the rest of the process.
A customized recruiting process demonstrates that you value the candidate’s time and recognize their unique background.
Employer Branding
It’s no surprise that 46% of job seekers consider company culture to be very important when choosing a job. Developing a mission-driven and goal-oriented brand is an important part of establishing corporate culture. Giving applicants a sense of purpose for their future work aids retention and brings the team together.
Find multiple ways to convey your company’s culture and principles during the hiring process, while also listening to your candidates’ objectives. Understanding and achieving each candidate’s objectives can help to enhance your brand’s reputation. Creating a mission-driven, goal-oriented hiring process demonstrates that you value your candidates’ needs. This gives your candidate a clear reason for wanting to work for you.
Overall candidate’s experience and culture:
Organizations must have candidate experience in order to attract, hire, and retain top talent. It describes a job seeker’s impression of a potential employer based on the quality of interactions throughout the hiring process. Candidate experience encompasses all aspects of the recruitment process, including job search, application, interview, and onboarding—as well as all communication. The experience a candidate has during an interview or meeting with a representative from the company should ideally be a demonstration of the organization’s work culture and working environment. To make a lasting impact on prospects, regardless of industry or company size, every organization must exhibit concern and empathy for them.
Learn about the candidate’s objectives.
Professional development is the most important aspect for developers when choosing a job, according to 55% of developers. Establish a shared agreement that your organization will discover opportunities for your candidate to progress professionally, regardless of their status. Here are some strategies for positioning yourself as an advocate for your candidate’s objectives:
- Allow time to hear your candidates’ short- and long-term objectives.
- Allow for particular learning and growth opportunities.
- Share some particular examples of your team’s progress.
Try implementing these strategies throughout the hiring process’s screening, interview, or onboarding stages.
Save Time in Interview Process: Screen, Assess & Hire Candidates Effectively
Close Communication
Any successful organization’s foundation is built on effective and transparent communication. Close communication keeps the candidate in touch with the hiring manager, allows for clarifying questions, and establishes a standard for how the firm communicates. Let’s take a look at how effective communication is in a candidate-first hiring process.
Selection
Give the candidate a close point of contact during the selection process. This position may fall into the hands of the recruiter. During this process, consider positioning yourself as a resource for the prospect. Giving the candidate a direct line of communication can help speed up the interview process and lay the groundwork for natural connections. Here are some pointers to help you get started:
- Send a message to the candidate after sending the work evaluation, asking if they have any questions and leaving the door open for any further inquiries.
- Send a quick email before the interview to see if the candidate has any queries.
- Send a quick email after each interview to see if the candidate has any input on the interview process.
You can give potential applicants the finest interview experience and build a reputation for your company brand by building a candidate-first hiring process. As your prospect transitions to a team member, they will begin to feel more connected to the group and build on the mutual trust established during the hiring process. Even if you are unable to persuade the applicant to change their mind, the experience of one candidate may impact the decision of another candidate in the future.
