What is the candidate experiene?

L'expérience candidat - Beehire - Logiciel de recrutement

According to a CareerArc study, nearly 60% of candidates say they have had a bad recruitment experience. Of these candidates, 72% say they have talked about it directly with others or online. In addition, a study by Yaggo and IFOP in France shows that 60% of candidates are ready to boycotta a brand in case of a bad recruitment experience!

These figures show the importance that the candidate experience can have on the employer brand and the reputation of a company! But what is the candidate experience? And how can you influence it?

1. Candidate experience: definition

Candidate experience is the general opinion a candidate has of a company’s recruitment process. The creation of this opinion starts from the moment the potential candidate hears about your job offer and ends when that person does not get the contract or otherwise completes their onboarding within the company.

The development of the candidate experience is a real step in HR marketing. Indeed, a candidate who has no follow-up on his application and therefore a relatively negative candidate experience is 3.5 times less likely to apply for a new job in that company. As an HR manager, you must therefore pay attention to each stage of the candidate journey to ensure that the candidate has a positive opinion of your recruitment process. 

2. The different stages of the candidate journey

Being present at the right time and in the right place at each stage of the candidate journey is essential to improving your candidate experience!

a. The awareness phase

The potential candidate becomes aware of your job offer. It is therefore important that you are present at events, on social networks, etc. in order to make your company and your offers known to potential candidates.

b. The consideration and interest phase

The candidate learns about your company and your competitors and decides to apply for a job with you. Continue your digital strategy and have a user-friendly website and career page. Don’t forget to write a complete and attractive job offer to attract the best candidates!

c. Sending the application

The candidate starts your recruitment process. The different steps he has to follow to send his applications should not be too long! According to a CareerBuilder study, 1 in 5 candidates will not complete the process if it takes more than 20 minutes to complete the various steps. This step is therefore crucial in order not to miss out on promising candidates!

d. The selection phase

During this phase, the candidate learns more about your company during the various interviews. This stage allows him to know if he really wants to work for your company or not. Communicate about your company culture and the position in question. Also let the candidate have the floor to ask any questions they may have.

e. Hire or reject

At this stage the candidate is either offered a job or not. In both cases, communicating honestly and continuously with the candidate will allow you to keep their trust while explaining your choice. This is then positive for the candidate’s experience

f. The onboarding process

The candidate joins the company. In order for the candidate to feel comfortable in your company, it is important to make sure that everything goes as smoothly as possible by keeping in touch with them throughout the different stages of their integration.

Do you want to offer a memorable candidate experience?