Leaders who want to shape and improve their company culture are beginning to pay more attention to their recruitment strategies and the communication with candidates. The key to success here lies in understanding the expectations of candidates during the recruitment process.
Here are the key takeaways on the topic from Gartner HR Insights:
So, what do qualified candidates expect to encounter during the hiring process, and how do they want it to progress? Let's summarize their expectations:
- Candidates want to feel valued throughout the recruitment process.
- Candidates want to know a well-crafted job description that addresses most of their questions.
- Candidates want to know the value propositions offered, career paths, and development opportunities.
- Candidates value transparency in all information provided, including salary and benefits.
- Candidates want to be informed about the manager and team they will be working with.
- In today's world, flexibility has become more important than many monetary benefits, so candidates want to know their options in this regard.
- Candidates want to know that the company prioritizes their well-being.
Now that we have summarized what candidates expect and what might cause them to leave the recruitment process, let's explore how to align a good recruitment experience with these expectations:
1 A positive candidate experience starts with creating a detailed and engaging job listing on your website and other platforms. The job listing should include:
- Detailed job description
- Required technical and non-technical skills
- Clearly stated value propositions and the value the job brings
- Transparent salary ranges and benefits (74% of candidates are more likely to apply to job listings that include compensation and benefits information). Even if the written content does not align perfectly with the candidate's mental or physical needs, the fact that the company has taken the time to consider and offer them creates a perception that the company values employee well-being, supports inclusive and sensitive policies, and elevates the company in the eyes of the candidate.
- Flexibility options regarding working hours, location, and benefits.
2 Involving managers early in the process and ensuring their contact and approach throughout the process with the candidate greatly influences the candidate's perception.
3 Limit the number of interviews to 2 or a maximum of 3 and avoid unnecessarily prolonging the process. Interviews should be structured to assess the necessary skills and expected competencies. It is also recommended to create an interview guide and train managers in this regard.
4 Sharing videos or visuals about the work being done and the working environment by the manager has a positive impact on communication with the candidate and understanding their expectations.
5 Supporting value propositions with experience stories helps align expectations. (83% of IT candidates state that they leave the recruitment process because one or more of the value propositions did not meet their preferences.) Traditional recruitment processes are no longer sufficient for companies to reach the right talent and improve the candidate experience. To become a more attractive workplace for candidates, it is important to break down the recruitment process into steps and manage them effectively, and wouldn't it be great to automate these processes with a digital solution? With Peoplise solutions, you can easily automate your recruitment processes, adhere to key points, and elevate your brand perception with the experience you offer to your candidates. By adapting to changing recruitment trends and leveraging technology, companies can provide a seamless and engaging candidate experience, attracting top talent and strengthening their employer brand.