Set the golden rules for your company. For example, limiting the number of interviews to three so applicants don’t get put off. Use the candidate feedback process to identify what are your candidates’ expectations and preferences and tailor your experiences accordingly. Keeping them informed of job requirements, time commitments and next steps, empowering them to self-select where possible, are all shortcuts to creating a great candidate experience.
You can further optimize your candidate journey by creating a standardized email that can be sent automatically when reaching a certain step in the application process, providing them with information, so that they know what to expect. Make them feel ready for interviews by providing guidance on what to prepare for. Think about letting them know what format interviews will follow, who the interviewers are (you could share their LinkedIn profiles, for example), and how to get to the location if it’s an in-person interview. Invite them to self-schedule interviews and even record answers to questions of your choice at a time that suits them. If you can align the experience to their preferred method, channel and frequency of communication, it can have a truly positive impact on candidate experience.
