What is more important, the candidate or the recruiter experience?
The best recruitment experience is slick, simple and scalable, finding the best candidates in the shortest time.
However, from a candidates perspective - the best experience is a recruitment process which treats them like individuals, makes them feel valued and ensure they are treated well by the company regardless of the outcome.
Here lies the challenge - and with the two often conflicting, will there ever be a process that pleases recruiters and candidates equally?
The purpose of a good candidate experience is now widely understood and accepted; a positive candidate experience improves your employer brand and can help ensure the best candidates return in the future, even if they didn’t secure the job the first time. Add into that the ease of communication through social media, and a bad candidate experience can quickly become a PR disaster.
The recruiter experience can be equally as important in order to make informed decisions on the best candidates. Recruiters need to be able to easily review the best candidates from large relevant talent pools, putting candidates through tests that are suitable for the role.
One way of meeting both criteria is emerging: setting realistic expectations for the candidate.
The application process is always going to be a challenge for candidates, so companies shouldn’t paint it as effortless. Making the recruitment process transparent, simple and effective is the best way to give your candidates a good experience. Recruiters can include any level of complex assessment, as long as there are clear steps and candidates know what to expect. The key to pleasing both parties? Clear and effective communication.
LaunchPad chaired this interesting debate at the recent Reconverse event taking place at Gaucho in the City. For more information or to get involved...