Long gone are the days of paper-based applications, when you may have dropped in your CV in person to a prospective recruiter or sat in a reception area filling out a long application form in anticipation of securing a role with your preferred employer. With the advent and continual improvement of internet-based processes over the years, applying for roles has become a predominantly online affair.
Online application and candidate-based processes, however, are no guarantee of a streamlined, smooth, and supportive candidate experience and there are many pitfalls to be aware of, ranging from subpar application processes to confusing showcasing of roles or company culture.
So, how can you make sure that your online candidate experience is the best it can be to secure top talent? Read on to find out more!
Careers Sites are a great place to start when it comes to starting the candidate journey and experience right; not only are they candidate market-facing “windows” into your business but they can also be set up to yours and your candidate’s specific needs and requirements.
For example, you may want to have a site with various pages (don’t go for too many though) which take your candidates down a funnel process where they will learn more about your organisation, and by continuing further on the journey at the front end of the process, they will be more likely to apply. Furthermore, you can set expectations surrounding your application process via your careers site; expectation setting is key to ensuring a positive candidate experience.
In all stages of the application process and candidate experience, accessibility should be thought of for every step of the journey; accessibility, in all its forms, is an important consideration to make sure your application processes are not unfairly excluding or putting off those with particular needs, who could be the top talent you are looking for.
For example, when it comes to your Careers Site it is worth making sure that font sizes can be increased or that different colour profiles can be selected to support candidates who otherwise may find the said site unusable and off-putting. Similarly, when creating your application process and assessments tasks, take a step back and consider why you are doing them the way you are doing them, and are they accessible to the widest audience possible.
An Applicant Tracking System (ATS) is a great recruitment software option to help store applications in a data-secure way, create bespoke application processes and routes for particular roles and also an automated way to communicate with candidates to save you time and labour.
Managing applications via email and data spreadsheets may seem like a cost-effective way to administer your candidates, but it can be riven with pitfalls – CVs could go missing “in the wash”, tasks and communications need to be manually remembered to action, everyone using the spreadsheet needs to be proficient with it, etc.
An Applicant Tracking System will help you transfer candidates from being passive to active candidates, as you guide them down your application process which is digitally stored and accessible to you and your hiring managers. Applications can be reviewed safely and securely, and you can even monitor the success of campaigns for a role, helping you identify what did and didn’t work and this will help you shape your future application processes to be the best they can be to secure top talent.