applicant experience

What Do Surveys Reveal about the Applicant Experience?

You Need to Create an Excellent Applicant Experience

These days, the applicant experience is more important than ever before. Candidates often decide to work with an employer based on a positive selection experience rather than pay and perks alone.

The virtual platform has opened new avenues for applicants to share blogs, tweets, and memes regarding an organization and write reviews, provide ratings, and post personal experiences. A disgruntled candidate can blemish the reputation of a company simply by sharing negative reviews.

What Surveys Reveal about Applicant Experience

  • 78% of candidates in a survey on LinkedIn said that their experience as a candidate is an important factor when evaluating how a company values its employees
  • Up to 90% of available applicants decide on joining a company based on their positive or negative applicant experience
  • 60% of jobseekers report a negative applicant experience on the major company review portal Glassdoor.com

You never know if a candidate you interview, who does not fit in available positions today, may be the right fit in the future. An unpleasant applicant experience will hurt your chances of hiring them down the road. In turn, it is crucial to ensure your company is in a position to keep the channels of communication open as and when required.

Make Sure that the Candidate Experience is Memorable

The prerequisite for a great candidate experience is empathy. Remember that these are people with aspirations of finding a rewarding job and fulfilling life. Never make the mistake of mistreating an applicant, as it is likely to backfire. A few of the key elements to a great applicant experience are listed below.

  1. A job description that paints a positive, inviting, and even exciting image of your organization
  2. Allowing candidates to send their application through a fast and efficient process, like online portals
  3. A personal touch in acknowledging the receipt of an application, such as by addressing applicants by their name in the email reply
  4. Make sure someone addresses the applicants back after they submit supporting documents
  5. Keep a copy of candidates’ resumes and review those to ask relevant questions
  6. Be attentive in listening to a candidate during the interview even if they are not the right fit for the job

Learn more on how we can help you find the right talent or connect with us at info@gavatalent.com.