What is candidate engagement?

Candidate Engagement means the way a company interacts with people who want to work there. It’s not just about finding the right person for a job, but also about making them feel important and happy throughout the whole process, even after they get the job.

Imagine you’re trying to make a new friend. You’d talk to them, listen to what they say, and try to understand what they like or don’t like. You’d want to make them feel welcome and valued. Well, that’s pretty much what companies should do with job candidates.

So, it’s about being friendly, listening, and making sure candidates know what’s going on at every step – from when they first apply for a job to the moment they start working. It’s like building a good relationship, where both sides are happy and understand each other. That’s what candidate engagement is all about – making sure everyone feels good about the whole hiring process.

How do you engage a candidate post offer?

Engaging a candidate after offering them a job is crucial to ensure they feel welcomed and confident about joining your team. Here are some simple yet effective ways to do it:

1. Clear Communication: Keep the lines of communication open. Send them a warm and friendly email or call to officially welcome them on board. Provide all the necessary details like their start date, work hours, and any paperwork they need to complete.

2. Personal Touch: Make it personal. Share some interesting facts about their future team members or their new workspace. Show them that you’re excited to have them join the team.

3. Stay in Touch: Don’t leave them hanging. Send regular updates or reminders about their upcoming start date. It could be a simple email, a quick call, or even a handwritten note.

4. Answer Questions: Be ready to answer any questions they might have. Whether it’s about their role, the company culture, or where to park their car, ensure they have all the information they need.

5. Introduce Their Buddy: If you have a buddy or mentor program, introduce them to their buddy. This person can help them get acclimated to the new environment and be a friendly face on their first day.

6. Show Appreciation: Express your gratitude for choosing your company. A simple “thank you for choosing us” can go a long way in making them feel valued.

7. Feedback Loop: Let them know you’re open to their feedback. Ask them how they’re feeling about the onboarding process and if there’s anything that could be improved.

Remember, the key is to make them feel comfortable and excited about their new role. Simple gestures and clear communication can make a big difference in engaging a candidate post-offer.

What is the best practice in candidate engagement?

The best practice in candidate engagement involves doing a few key things really well to make sure candidates have a great experience. Here’s how to do it:

1. Treat Candidates Well: Treat candidates like they’re important, just like you treat your employees or customers. This means being respectful and showing you care about them.

2. Personalize Your Interactions: Don’t use a one-size-fits-all approach. Instead, try to understand each candidate’s unique background, needs, and questions. Then, tailor your communication to them.

3. Respond Quickly: When candidates reach out with questions or concerns, make sure you reply as soon as possible. This shows that you value their time and interest.

4. Be Consistent: Keep the same positive approach and level of care throughout the entire process, from when they first apply to after you make them an offer. Consistency builds trust.

5. Show Empathy: Put yourself in the candidate’s shoes. Understand what they might be worried about or excited about, and address those feelings in your interactions with them.

In a nutshell, the best practice in candidate engagement is about treating candidates with respect, being personal, responding promptly, staying consistent, and showing that you care about their feelings and needs.

How can companies improve their candidate engagement strategies?

1. Listen and Learn: Pay attention to what candidates are saying. Regularly ask for their feedback through surveys or interviews. This way, you’ll understand their needs and preferences better.

2. Use Technology Wisely: Invest in user-friendly software and tools that make communication smoother. This can include email systems, messaging apps, or even social media for connecting with candidates.

3. Train Your Team: Teach your HR and hiring managers the importance of being friendly and approachable. They should be ready to answer questions, provide support, and guide candidates through the process.

4. Create Engaging Content: Develop interesting content like videos or blog posts that give candidates a taste of your company culture. Show them what it’s like to work with you.

5. Stay Active on Social Media: Keep your company’s social media profiles updated with news, events, and stories. Encourage candidates to follow you, so they feel like they’re part of your community.

By following these steps, you can make sure that candidates feel valued and informed throughout their journey with your company. This will not only help you attract top talent but also build a positive reputation in the job market.

Unique candidate engagement ideas to implement

1. Virtual Coffee Chats: Invite candidates for informal virtual coffee chats with team members. It’s a relaxed way for them to get to know your company culture and ask questions.

2. Themed Welcome Kits: Send a welcome kit with a personalized touch. Include company swag, a handwritten note, and maybe even a small surprise related to the candidate’s interests.

3. Interactive Quizzes: Create fun quizzes or trivia related to your industry or company values. Offer small prizes or recognition for top performers.

4. Storytelling Sessions: Host storytelling sessions where current employees share their career journeys within the company. It’s an engaging way for candidates to relate to your workplace.

5. Charity Challenges: Organize a virtual charity event or challenge and invite candidates to participate. It shows your company’s commitment to social responsibility.

6. Online Workshops: Offer free online workshops or training sessions on skills relevant to your industry. Candidates can benefit even before joining.

7. Company Playlist: Share a company playlist created by employees. Candidates can listen to the music that inspires your team.

8. Meet the Leaders: Arrange virtual sessions where candidates can meet and interact with your company’s leadership team. It demonstrates transparency and accessibility.

9. Employee-Hosted Webinars: Have employees host webinars on topics they’re passionate about, even if they’re not directly related to the job. It showcases your team’s diverse interests.

10. Spotlight on Values: Share short, engaging videos highlighting your company’s core values in action. Show how these values impact daily work.

11. Book Club: Start a company-wide book club and invite candidates to join. Discussing books related to personal growth or industry trends can be enlightening.

12. Personalized Growth Plans: Offer candidates personalized growth plans, showing them the potential career path within your organization.

13. Creative Challenges: Organize creative challenges, like logo design or slogan creation, related to your company. It encourages candidates to participate actively.

14. Buddy System: Assign a “buddy” or mentor to candidates during the onboarding process. This personal touch eases the transition into your company.

15. Online Game Night: Host virtual game nights where candidates and employees can relax, play games, and build connections.

These simple yet effective candidate engagement ideas can help your organization stand out and create a lasting positive impression on potential employees. The key is to make candidates feel valued and excited about the prospect of joining your team.

Tools for Candidate Engagement

When it comes to creating a seamless and engaging candidate experience, the right tools can make all the difference. One such tool that stands out in the realm of candidate engagement and onboarding is HireLoop. This innovative platform offers a range of features designed to ensure candidates feel informed, supported, and excited about their journey with your organization.

1. 30-60-90 Day Plans: HireLoop streamlines the onboarding process with customizable 30-60-90 day plans. These plans help candidates understand their responsibilities, goals, and expectations at each stage of their integration into the company. By providing a clear roadmap, candidates can track their progress and align their efforts with organizational objectives.

2. Onboarding Plans: Onboarding is a critical phase in a candidate’s journey, and HireLoop recognizes this importance. With its robust onboarding plans, the tool allows companies to design tailored onboarding experiences for each candidate. Whether it’s a new hire or a seasoned professional, personalized onboarding ensures a smoother transition into the company culture and workflow.

3. Training Journeys: To excel in any role, candidates require the right training. HireLoop facilitates the creation of training journeys, allowing organizations to map out a structured learning path for their candidates. This ensures that candidates receive the knowledge and skills they need to perform effectively in their roles.

4. Custom Onboarding: Every organization has its unique culture and requirements. HireLoop’s custom onboarding feature allows companies to adapt their onboarding processes to align with their specific needs. This customization ensures that candidates experience a tailored onboarding journey that reflects the values and goals of the organization.

5. And More: HireLoop doesn’t stop at the basics. It offers a host of additional features to enhance candidate engagement, such as content creation, feedback channels, and progress tracking. These features not only keep candidates engaged but also provide valuable insights to improve the onboarding experience continually.

Incorporating HireLoop into your candidate engagement strategy can revolutionize the way you onboard new team members. Its user-friendly interface and diverse features empower organizations to create meaningful and personalized onboarding experiences. By utilizing tools like HireLoop, you can ensure that your candidates not only accept the job offer but also thrive in their new roles, becoming valuable assets to your company.

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What is interview matrix scoring?

Interview matrix scoring is a method used to evaluate candidates during an interview. It involves developing a scoring system that rates candidates based on specific criteria. This approach enables hiring managers to make informed hiring decisions based on a candidate’s overall performance. Matrix scoring is particularly useful in situations where multiple candidates are being interviewed for the same position.

Benefits of using a matrix scoring system

Using a matrix scoring system offers several advantages. Firstly, it ensures that all candidates are evaluated using the same criteria, making the process fair and consistent. Secondly, it facilitates data analysis, enabling hiring managers to compare and contrast candidates’ scores. Finally, it helps to minimize personal biases, ensuring that candidates are assessed on their skills and qualifications rather than other factors.

How to develop a matrix scoring system

Developing a matrix scoring system involves several steps. Firstly, you need to identify the specific criteria that you’ll use to evaluate candidates. This could include factors such as qualifications, experience, communication skills, and problem-solving abilities. Once you’ve identified your criteria, you’ll need to assign a weight to each factor based on its importance. For example, you may decide that qualifications are more critical than experience and assign a higher weight to this factor.

Next, you’ll need to develop a rating scale that you’ll use to score candidates. This could be a numerical scale or a descriptive scale that uses adjectives such as excellent, good, fair, and poor. You’ll also need to determine the range of scores that are acceptable for each criterion.

Also read: 7 Ways HR Tools Enhance Candidate Engagement

Finally, you’ll need to train your interviewers on how to use the scoring system. This involves providing them with clear instructions on how to evaluate candidates, how to assign scores, and how to record their observations.

The different types of interview questions

There are several types of interview questions that you can use to evaluate candidates. These include:

Behavioral Questions

Behavioral questions are designed to elicit information about a candidate’s past behavior in specific situations. They enable interviewers to assess a candidate’s problem-solving skills, communication abilities, and decision-making abilities.

Example: “Tell me about a time when you had to resolve a conflict with a colleague. How did you handle the situation, and what was the outcome?”

Situational Questions

Situational questions are hypothetical scenarios that are designed to test a candidate’s problem-solving abilities. They enable interviewers to assess how a candidate would respond to a particular situation if it arose.

Example: “Suppose you’re working on a project with a tight deadline, and one of your team members calls in sick. How would you handle this situation?”

Also read: 12 Tips for Remote Employee Onboarding

Open-Ended Questions

Open-ended questions are designed to elicit detailed responses from candidates. They enable interviewers to assess a candidate’s communication skills, thought processes, and problem-solving abilities.

Example: “Tell me about your experience working on a team project. How did you contribute, and what challenges did you encounter?”

How to evaluate interviewees using a matrix scoring system

When evaluating interviewees using a matrix scoring system, it’s essential to follow a structured approach. This involves:

Preparation

Ensure that you’re familiar with the scoring system and have a clear understanding of the criteria and rating scale.

Asking Questions

Ask open-ended, behavioral, and situational questions that are relevant to the job requirements.

Observing Responses

Observe the candidate’s responses carefully, taking note of their body language, tone of voice, and overall demeanor.

Assigning Scores

Assign scores to candidates based on their responses, ensuring that you’re consistent and fair in your evaluations.

Tips for effective interviewing and scoring

To conduct effective interviews and scoring, consider the following tips:

Be Prepared

Ensure that you’re familiar with the job requirements, the scoring system, and the interview questions.

Listen Carefully

Pay close attention to the candidate’s responses, asking follow-up questions if necessary.

Also read: Why Onboarding Gamification is the Future of Candidate Engagement

Take Notes

Record your observations and scores as you go along to ensure that you’re consistent and accurate.

Be Objective

Avoid personal biases and evaluate candidates based on their skills and qualifications.

Provide Feedback

Provide candidates with feedback on their performance, highlighting areas in which they excelled and areas in which they could improve.

How to analyze and interpret the results of matrix scoring

Once you’ve completed the interviews and scored the candidates, it’s time to analyze and interpret the results. This involves:

Calculating Scores

Calculate the total scores for each candidate, using the weightings and rating scale that you developed.

Comparing Results

Compare the results for each candidate, looking for patterns and trends.

Making Decisions

Use the results to make informed hiring decisions, taking into account each candidate’s strengths and weaknesses.

Common mistakes to avoid when using matrix scoring

When using matrix scoring, there are several common mistakes to avoid. These include:

Relying Too Much on the Scoring System

While the scoring system is essential, it should not be the only factor that you consider when making hiring decisions.

Also read: How to Keep Candidates Engaged Post Offer: 6 Things to Avoid

Failing to Prepare

To conduct effective interviews, it’s crucial to prepare thoroughly, including developing a list of relevant questions and familiarizing yourself with the scoring system.

Ignoring Personal Biases

It’s essential to be aware of your personal biases and take steps to minimize their impact on the evaluation process.

Neglecting Feedback

Providing candidates with feedback is essential, as it enables them to improve their performance in future interviews.

Conclusion

In conclusion, mastering the art of interviewing through matrix scoring is key to conducting effective and efficient interviews. By developing a scoring system that evaluates candidates based on specific criteria, you’ll be able to make the most informed hiring decisions. From crafting effective interview questions to analyzing candidate responses, this guide has provided step-by-step instructions on how to conduct interviews that yield the best results. By following these tips and avoiding common mistakes, you’ll be well on your way to becoming a master at interviewing.

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Top 10 Talent Acquisition Challenges & How to Overcome Them

1. The Skills Gap Dilemma

One of the primary challenges in talent acquisition is the ever-widening skills gap. As industries evolve rapidly, the demand for specific skills often surpasses the available talent pool. To address this challenge:

a. Invest in Continuous Learning and Development

Companies should prioritise continuous learning and development initiatives for their existing employees. Encourage upskilling and reskilling programs to bridge the skills gap internally. Additionally, collaborate with educational institutions and provide internships or apprenticeships to nurture talent and enhance the skill sets of future professionals.

Also read: Why Onboarding Gamification is the Future of Candidate Engagement

2. Employer Branding and Talent Attraction

In the digital age, attracting top talent requires a strong employer brand. Building a compelling brand image and reputation is essential to entice the right candidates. Here’s how you can enhance your employer branding efforts:

a. Craft an Authentic Employer Value Proposition (EVP)

Develop a unique EVP that highlights your company’s culture, values, and benefits. Communicate this EVP effectively through your career website, social media platforms, and job advertisements. Emphasize your organization’s commitment to employee growth, work-life balance, and opportunities for career advancement.

b. Leverage Social Media and Online Platforms

Utilize social media platforms like LinkedIn, Twitter, and Facebook to showcase your company culture and engage with potential candidates. Regularly share engaging content, testimonials from employees, and industry insights to position your organisation as an industry leader and an attractive employer.

3. Increasing Competition for Top Talent

With the rising demand for highly skilled professionals, the competition to secure top talent has intensified. To stay ahead of the competition, consider the following strategies:

a. Develop a Targeted Recruitment Strategy

Tailor your recruitment approach to focus on sourcing talent from specialized channels such as industry-specific job boards, professional networking events, and online communities. By targeting the right platforms, you increase your chances of reaching and attracting candidates with the desired skills and experience.

b. Implement Employee Referral Programs

Leverage your existing workforce by implementing employee referral programs. Motivate employees to refer qualified candidates by offering incentives or rewards. This approach not only encourages employee engagement but also attracts candidates who are more likely to align with your company’s values and culture.

4. Technology and Automation

In an era of rapid technological advancements, incorporating automation into the talent acquisition process can significantly improve efficiency and streamline operations. Consider the following steps:

a. Adopt Applicant Tracking Systems (ATS)

Implement an ATS to automate resume screening, applicant tracking, and interview scheduling. This allows your recruitment team to focus on higher-value tasks such as candidate engagement and assessment. ATS also enables data-driven decision-making, helping you identify bottlenecks in the recruitment process and optimize it accordingly.

b. Embrace AI-Powered Solutions

Explore AI-powered tools for candidate sourcing, skill assessment, and interview evaluation. These solutions leverage machine learning algorithms to analyze large volumes of data quickly and accurately, providing valuable insights for informed decision-making. AI can also identify patterns in candidate profiles and help predict their future success within your organization.

Also read: 7 Ways HR Tools Enhance Candidate Engagement

5. Diversity and Inclusion

Creating a diverse and inclusive workforce has numerous benefits, including increased innovation, employee engagement, and improved business performance. Overcoming diversity and inclusion challenges requires a proactive approach:

a. Establish Inclusive Hiring Practices

Implement blind hiring practices to eliminate unconscious biases during the initial stages of the recruitment process. This ensures candidates are evaluated solely based on their qualifications and skills. Additionally, promote diversity by actively sourcing candidates from underrepresented groups and fostering an inclusive company culture.

b. Develop Employee Resource Groups (ERGs)

Encourage the formation of ERGs, which provide a platform for employees with shared backgrounds, interests, or experiences to connect and support one another. ERGs foster a sense of belonging, empower employees, and promote an inclusive workplace culture.

6. Remote Work and Hybrid Workforce

Shark tank star Kevin O Leary said “The economy has changed radically. The problem with saying everybody has to work in the office is you won’t be able to hire the best talent.” Top talents want to work remotely or a hybrid model. To adapt to this new reality and attract top talent, consider the following strategies:

a. Establish Flexible Work Policies

Develop comprehensive remote work and flexible work policies that promote work-life balance and accommodate employees’ diverse needs. These policies should outline expectations, communication protocols, and provide the necessary technological infrastructure to support remote collaboration.

b. Leverage Virtual Recruitment Techniques

Embrace virtual recruitment techniques such as video interviews, virtual career fairs, and online assessments. This allows you to reach candidates globally, access a larger talent pool, and evaluate candidates’ remote work capabilities effectively.

7. Talent Pipeline Development

Building a strong talent pipeline is crucial for long-term success in talent acquisition. By proactively nurturing relationships with potential candidates, you can reduce time-to-fill and secure top talent when the need arises. Here’s how you can develop a robust talent pipeline:

a. Cultivate Relationships with Educational Institutions

Establish partnerships with universities, colleges, and vocational schools to create internship programs and participate in career fairs. Engage with students and provide mentorship opportunities to build relationships early on. This ensures a steady influx of talented individuals who are already familiar with your organization.

b. Implement Talent Relationship Management (TRM) Systems

Adopt TRM systems to manage and nurture relationships with passive candidates. These systems allow you to track candidate interactions, personalize communication, and strategically engage with potential hires over time. By consistently building relationships, you can convert passive candidates into active applicants when suitable positions become available.

8. Improve Candidate Experience

Providing an exceptional candidate experience is paramount in attracting and retaining top talent. A positive experience can significantly impact your employer brand and increase the likelihood of candidates accepting your job offers. Consider these strategies to enhance the candidate experience:

a. Streamline Application Process

Simplify the application process by leveraging intuitive application systems and minimising the number of steps required. Avoid lengthy forms and unnecessary data collection, ensuring candidates can easily express their interest without unnecessary barriers.

b. Personalize Communication and Feedback

Maintain open lines of communication throughout the recruitment process. Provide personalized feedback to candidates promptly, even if they are not selected for a particular role. Constructive feedback showcases your commitment to candidate growth and demonstrates respect for their time and effort.

Also read: How to Improve Candidate Experience

9. Employer-Employee Alignment

Achieving alignment between employer and employee expectations is essential for long-term employee satisfaction and retention. By addressing this challenge, you can reduce turnover rates and foster a highly engaged workforce:

a. Clearly Define Expectations and Goals

During the recruitment process, clearly communicate the company’s vision, mission, and core values to potential candidates. Outline performance expectations, growth opportunities, and career progression paths. This ensures candidates have a comprehensive understanding of what is expected of them and how they can contribute to the organization’s success.

b. Implement Performance Management Systems

Establish robust performance management systems that facilitate ongoing feedback, coaching, and professional development. Regularly assess employee performance, provide constructive feedback, and offer opportunities for skill enhancement. This process strengthens the employer-employee relationship and aligns individual goals with organizational objectives.

10. Data-Driven Decision Making

Leveraging data-driven insights is crucial for making informed talent acquisition decisions. By adopting analytical approaches, you can optimize recruitment strategies and maximize the effectiveness of your efforts:

a. Track Key Recruitment Metrics

Identify and track key recruitment metrics such as time-to-fill, cost-per-hire, and quality-of-hire. Analyze this data to identify bottlenecks, assess the success of different sourcing channels, and refine your recruitment strategies accordingly.

b. Utilize Predictive Analytics

Explore predictive analytics tools to forecast future talent needs, identify potential talent gaps, and create proactive recruitment plans. By leveraging historical data and trend analysis, you can anticipate talent acquisition challenges and align your strategies to meet future demands.

Conclusion

Talent acquisition in 2023 comes with its unique set of challenges, but with the right strategies, organizations can overcome them successfully. By investing in continuous learning, strengthening employer branding, embracing technology and automation, promoting diversity and inclusion, adapting to remote work, and focusing on candidate experience and data-driven decision-making, companies can position themselves as industry leaders in talent acquisition.

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The post Top 10 Talent Acquisition Challenges & How to Overcome Them in 2023 appeared first on BluElement.

FinancesOnline, one of the popular software review platforms, has given the Rising Star Award to HireLoop. It is a recognition for onboarding and candidate management software brands that have achieved progressive growth of a stable customer base and loyal users over a short time.

Aside from the increasing followers and a couple of social media mentions, FinancesOnline recognized its exceptional features and robust performance as an onboarding and candidate management software.

FinancesOnline posted an extensive HireLoop review and recommended its notable features that are an excellent fit for any company. According to the review experts, the onboarding and candidate management tool allows the implementation of comprehensive, streamlined, and personalized onboarding plans and strategies. 

HireLoop has distinct features that make it an efficient onboarding and candidate management software, such as engagement and experience associates, post-joining surveys, digital outreach, management and operational insights, trend analysis, team performance evaluation, and more.

One of the distinct features of the app is the unique engagement template. It is created once a job offer is sent to the candidate based on their profile, skill set, duration of the notice period, and how critical the candidate is. The template offers numerous ‘touch points’– a term for engagement strategies–that the startup can use to start a conversation with a candidate.

Various automated and intelligent tools and touchpoints, including emails, SMS, videos, and chatbots, can inform, engage, and motivate qualified and skilled job candidates.

Another feature or a conceptualized platform during the pandemic outbreak is the EngageLoop. It is a concept created for cultural recognition and employee rewards.

With EngageLoop, HR teams can design rewards aligned with the company’s values and distribute points for significant and little accomplishments and lifecycle events like work anniversaries, birthdays, and project completion.

Employees can use the site to redeem their points for unique experiences like skydiving, rafting, language lessons, gym memberships, art and craft workshops, musical instrument lessons, salsa dancing, or mental health programs. 

Last is the management and operational insights feature, which offers response time and areas to improve for the candidate. The HR team can benefit here in such a way that they can assess the performance of the members across all teams. 

Hiring exciting talents for the job can sometimes be a lot of work. It’s either a hit or miss, so employers must have the right tool to help streamline their hiring process. According to Talent Board’s recent survey, 79% of companies plan to buy technology to help remove bias from the application and screening process.

Software with efficient and distinct features is what review platforms look for in their list of top onboarding and candidate management software these days. HireLoop would like to thank FinancesOnline for the fantastic opportunity. Recognition from a premier brand is a privilege that we will always cherish.

HireLoop would like to thank our loyal customer base for the fantastic support you have given us over the years. We aim to work with you more in the coming years. 

The post HireLoop Receives Onboarding and Candidate Management Software Recognition from a First-Rate B2B Review Platform appeared first on BluElement.

Candidate engagement tools can help streamline the recruitment process and enhance the candidate experience. This article will discuss seven ways in which HR tools can improve candidate engagement and explain the importance of investing in recruitment tools. By implementing these solutions, companies can attract top talent, stand out in the job market, and achieve their recruitment goals.

Simplifying the application process

Candidates want to feel valued and appreciated during the recruitment process. With candidate management tools, companies can send automated personalised emails to candidates, keeping them informed and engaged throughout the recruitment process. Customised feedback to candidates can also help them improve their future applications, while personalised job recommendations can help them find positions that align with their skills set and experience.

According to a 2022 Jobvite report, attracting top talent has become more challenging for 81% of recruitment managers. This is why simplifying the application process is crucial for enhancing candidate engagement, and HireLoop offers several benefits to streamline this process. With HireLoop’s candidate engagement tools, companies can use mobile-friendly applications that allow candidates to apply for jobs from anywhere, at any time. The automated application process saves candidates time and reduces the risk of human error, ensuring a smooth experience. 

Personalise your communication

Simplifying the application process is a key best practice for candidate engagement. Mobile-friendly applications that allow candidates to apply for jobs from anywhere, at any time, are an excellent start. Automated recruiting tools save candidates time and reduce the risk of human error in the application process. 

Candidates want to feel valued and appreciated during the recruitment process. Candidate management tools allow companies to send automated personalized emails to candidates, keeping them informed and engaged throughout the recruitment process. HireLoop also offers integration with social media platforms like LinkedIn, making the process even more seamless. Candidate experience surveys can help them improve their future applications, while personalized job recommendations can simplify their job hunting.

Utilizing chatbots

Chatbots can provide candidates with immediate responses to their inquiries, answering frequently asked questions, providing information about the company and the recruitment process, and even scheduling interviews. With 24/7 availability, candidates can engage with the company at their convenience.

HR tools like HireLoop utilize chatbots to provide candidates with immediate responses to their inquiries. Chatbots can answer frequently asked questions, provide information about the company and the recruitment process, and even schedule interviews.

Chatbots are not only beneficial for candidates, but they can also help property managers being one of the benefits of a property management software. Property management software with chatbot capabilities can provide property managers with a 24/7 digital assistant to help them manage their properties more efficiently. Chatbots can handle tenant inquiries, maintenance requests, and even rent payments, freeing up property managers’ time to focus on more pressing matters.

Incorporating gamification

Incorporating gamification elements is a new trend in candidate engagement that is gaining popularity among companies looking to stand out in the recruitment process. With HireLoop’s gamification features, companies can create a fun and interactive experience for candidates. These elements can be added to various stages of the recruitment and onboarding process, such as skill assessments, quizzes, and challenges, and can be customized to suit the company’s needs. 

Gamification helps candidates engage more deeply with the company and its values, leading to a stronger connection between the candidate and the employer brand. Additionally, gamification in hiring tools for managers can also help assess candidate skills in a more interactive and memorable way, creating a better overall candidate experience. With HireLoop’s gamification features, companies can stay ahead of the competition and attract top talent with a unique and engaging recruitment process.

Ensuring candidate data privacy

Data privacy is critical in the recruitment process, and recruitment tools in HR can help ensure candidate data is protected. Complying with data protection laws enables companies to enhance candidate trust in the company and reduce the risk of data breaches.

HR tools are designed to comply with data protection laws, ensuring that candidate data is protected from unauthorized access, use, and disclosure. HireLoop’s security measures include encrypted data transmission, secure cloud storage, and regular data backups. The platform also allows companies to configure access controls and permissions, ensuring that only authorized personnel have access to sensitive data. 

Offering remote interviews

With the rise of remote work, offering remote interviews is becoming increasingly popular. HR tools allow recruiters to conduct remote video interviews, which helps further enhance the candidate experience. Remote interviews also reduce costs for both the company and candidates, making recruitment more efficient. HR tools like HireLoop offer video interviewing capabilities, making the interview process more accessible for candidates. 

Suppose you’re a hotel manager conducting a remote interview. You can ask the candidate to research and find the best hotel management software, testing their ability to analyze and evaluate software solutions. With remote interviews, property managers can effectively assess candidates’ skills and qualifications without being limited by physical barriers, ultimately leading to more informed hiring decisions.

Leverage HR tools to Boost Candidate Experience

Investing in candidate engagement tools is critical for enhancing the recruitment process and attracting top talent. With simplified application processes, personalized communication, chatbots, gamification, data privacy, and remote interviewing capabilities, HR tools like HireLoop can streamline the recruitment process and create a positive candidate experience. Companies that invest in these recruitment tools in HR will have a competitive edge in the job market and attract top talent.

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The post 7 Ways HR Tools Enhance Candidate Engagement appeared first on BluElement.

What is Candidate Engagement?

Candidate engagement refers to the process of building and maintaining a relationship with a job seeker throughout the recruitment process. It involves creating a positive experience for the candidate and keeping them informed and engaged throughout the hiring process. The goal of candidate engagement is to create a positive impression of the employer brand, even if the candidate is not ultimately hired. Implement the nine candidate engagement best practices listed in this article to make your hiring more effective.

Also read: Why Onboarding Gamification is the Future of Candidate Engagement

The Importance of Employer Branding

Employer branding refers to the reputation and image of an organisation as an employer. It encompasses the company culture, values, mission, and the overall experience that employees have while working for the company. Having a strong employer brand can help companies attract top talent, increase employee retention, and improve overall business performance.

9 Candidate Engagement Best Practices to Boost Employer Branding

1: Craft a Compelling Employer Value Proposition

An employer value proposition or EVP, is the set of benefits and rewards that an employer offers to employees in exchange for their skills and expertise. A compelling EVP can help differentiate the company from competitors and attract top talent. When crafting an EVP, consider what sets your company apart and what motivates employees to join and stay with the organisation.

2: Optimise the Career Page

The career page is often the first point of contact between the candidate and the employer. Provide clear and concise overview of the company culture, values, and mission on this page or make it easily accessible from careers page. Also make it easier for candidates to navigate and apply for open roles. It is better to minimise the number of rows and decrease the friction for applicants.

3: Utilise Social Media

Social media is a powerful tool for engaging with candidates and promoting the employer brand. Companies should use social media platforms to share company news, showcase employee accomplishments, and highlight the company culture. Social media can also be used to reach out to passive candidates and build relationships with them.

4: Leverage Employee Advocacy

Employees can be powerful advocates for the company and the employer brand. Encourage employees to share their experiences on social media and review sites like Glassdoor. Employees can also participate in employer branding campaigns and serve as ambassadors at job fairs and recruiting events.

5: Personalise the Candidate Experience

Candidates expect a personalised experience throughout the recruitment process. This includes personalised communication, customised job recommendations, and tailored interview processes. Companies should use data and analytics to personalise the candidate experience and create a positive impression of the employer brand.

6: Communicate Regularly

Communication is key to building and maintaining a relationship with candidates. Provide regular updates on the status of the application and the recruitment process via call or text notifications. Candidates trust and believe in a brand that proactively communicates with them about their hiring process. 

Also read: 9 Tips for Effective Remote Employee Onboarding

7: Provide Feedback and Transparency

Candidates appreciate feedback on their applications and the recruitment process. Companies should provide timely and constructive feedback, even if the candidate is not ultimately hired. This shows that the company values the candidate’s time and effort and can improve the candidate’s perception of the employer brand. Transparency throughout the recruitment process can also build trust and credibility with candidates.

8: Incorporate Assessments and Pre-employment Tests

In order to find the best fit candidates, incorporate assessments and pre-employment tests into the recruitment process. These tests can be skill assessments, personality tests, and job simulations. Be transparent about the purpose and use of assessments to ensure that they are evaluated with bias. These initiatives will certainly help you improve the overall quality of the hiring process.

9: Offer a Positive Candidate Experience Even if They Don’t Get the Job

How you treat the candidates, especially those that won’t be hired, is a major differentiator when it comes to employer branding. Because of the positive experience they are more likely to advocate and be vocal about the experience and may apply for future positions. Provide timely and courteous responses and feedback on how the candidate can improve their chances in the future.

Conclusion

Effective candidate engagement is crucial for building a strong employer brand and attracting top talent. Companies should focus on crafting a compelling EVP, optimising the career page, utilising social media, leveraging employee advocacy, personalising the candidate experience, communicating regularly, providing feedback and transparency, incorporating assessments and pre-employment tests, and offering a positive candidate experience even if they don’t get the job.

By following these nine tips, companies can create a positive impression of the employer brand and attract the best-fit candidates for their organisation.

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The post Candidate Engagement Best Practices: 9 Tips to Boost Employer Branding appeared first on BluElement.

Gamification = Connection + Interaction + Challenge

What is Onboarding Gamification 🎮?

Onboarding gamification integrates game mechanics and elements to make it more interactive and engaging. This consists of elements such as leaderboards, badges, and rewards to motivate and engage new employees. The goal of onboarding gamification is to make the onboarding process more enjoyable and effective, and to ultimately improve employee retention.

4 Benefits of Onboarding Gamification

There are numerous benefits to using gamification in the onboarding process. Here are just a few:

1. Increased Engagement: Onboarding processes are tedious and mundane, but gamification makes it more engaging and enjoyable. Employees are more likely to pay attention and retain information when they are having fun. Moreover, getting rewarded for timely completion of set tasks makes it more appealing to the new hires.
2. Improved Retention: Gamification also improves retention rates. By making the onboarding process more memorable and engaging, employees are more likely to remember the information they learned during training.
3. Better Performance: When rewards and feedbacks are tied to the tasks in onboarding, it is more likely to motivate new hires to be productive. 
4. Cost-Effective: Onboarding gamification is also a cost-effective solution for employers. By using technology and online platforms, companies can save on the costs associated with traditional onboarding methods.

Also Read: 6 Ways to Enhance the Candidate Onboarding Process using Automation

3 Examples of Gamified Onboarding

Many companies have already started to incorporate gamification into their onboarding process. Here are a few examples:

1. Deloitte: Deloitte created a game called “Road to Green Dot” to teach new employees about the company’s values and culture. The game includes quizzes, videos, and interactive activities to engage new hires.
2. McDonald’s: McDonald’s created a game called “McDonald’s Quest” to train new employees on food safety and restaurant procedures. The game includes different levels and challenges, and employees are rewarded with badges and prizes for completing each level.
3. IBM: IBM created an onboarding game called “Think Academy” to teach new employees about the company’s history, culture, and values. The game includes virtual tours, quizzes, and challenges, and employees are rewarded with badges and points for completing each task.

How to Implement Gamification in Your Onboarding Process

Implementing onboarding gamification doesn’t have to be complicated. Here are a few tips to get started:

1. Identify Goals: Determine what you want new employees to learn and which tasks you want them to complete during the onboarding process, and how gamification can help achieve those goals.
2. Choose a Platform: Choose a platform or tool that allows you to incorporate game mechanics and elements into the onboarding process, like our latest HireLoop platform.
3. Gamify the Onboarding: Gamify your onboarding process to make it engaging and interactive, and that aligns with your company culture and values.
4. Test and Evaluate: Test the gamified onboarding process with a small group of employees to identify any areas for improvement, and evaluate the effectiveness in achieving your onboarding goals.

Also read: 13 New Employee Onboarding Challenges & Tips to Overcome Them [2023]

The Psychology Behind Onboarding Gamification

Companies can tap into the same psychological triggers a game would trigger in a person by incorporating those elements into the onboarding process. Usually when people compete, they try to beat the others to the finish line. This is exactly what it does to the people onboarded with gamification. Emotions and behaviours like motivation, completion, and achievements are triggered in most cases, making it more compelling to complete. Making it engaging and motivating to the new hires.

Positive reinforcements are another benefit of gamification. Onboarding gamification leverages the power of positive reinforcements to encourage certain desired behaviours. This is achieved by giving out rewards for completing tasks or achieving milestones. New hires are more likey to repeat those behaviors in the future, leading to better performance, engagement and retention.

Additionally, gamification can tap into employees’ natural desire for autonomy and mastery. By providing employees with clear goals and immediate feedback, gamification empowers employees to take control of their own onboarding process. This can lead to increased motivation and job satisfaction.

4 Potential Challenges of Onboarding Gamification

While onboarding gamification can offer numerous benefits, there are also potential challenges to consider. These include:

1. Overcomplicating the Process: Complex formats of gamification can be difficult to navigate for new hires which makes it frustrating. This can have an opposite effect on the onboarding experience and engagement. 
2. Losing the Human Touch: There are possibilities that by gamifying the onboarding process, the level of human interactions may be lessened. It is important to balance the use of technology with personal interactions to ensure new employees feel welcome and supported.
3. Limited Accessibility: Not all employees may have access to the necessary technology or equipment to participate in gamified onboarding. This may limit the applicability of this procedure.
4. Misaligned Goals: If the gamified onboarding process does not align with the company’s goals or culture, it may not be effective in achieving desired outcomes. It is crucial to align company goals with the gamification of the onboarding process.

Conclusion

Onboarding gamification is an innovative method to improve the onboarding experience and engagement for new hires. By incorporating game elements, you can increase the engagement, improve retention, and boost performance. Even though there are upsides to implementing a gamified onboarding process, there are downsides too. It is important to consider these potential challenges and ensure that the gamified onboarding process aligns with your company goals and objectives. This is a revolutionary method to train and develop new employees into a new organisation.

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The post Why Onboarding Gamification is the Future of Candidate Engagement appeared first on BluElement.

What is Cost Per Hire?

Cost per hire (CPH) is a recruitment indicator that calculates the whole expenditures made by a company to fill a vacancy. It covers all costs associated with finding, hiring, and onboarding a new employee. CPH assists businesses in assessing the efficacy and efficiency of their hiring procedures.

Why is Cost Per Hire important?

Understanding your cost per hire is essential since it clarifies the whole expense of bringing in fresh talent for your business. You can use this information to guide your decisions about resource allocation, budgeting, and hiring tactics. You can find places to save costs and improve your hiring process by looking at your cost per hire.

How do you Calculate Cost Per Hire?

Cost per hire is calculated by adding up all recruitment-related costs and dividing that total by the total number of hires made over a certain period of time. Cost per hire is calculated using the following formula:

CPH = (Internal Costs + External Costs) / Total Number of Hires

Let’s break down this formula further:

Internal Costs: An organisation will suffer internal expenditures while hiring a new employee. These expenses include the recruitment team’s salary and perks, the price of marketing and publicising the job opportunity, and the price of background checks and assessments.

External Costs: When hiring external firms to handle recruitment tasks, a business incurs external costs. These expenses consist of the commissions paid to recruiters, the price of advertising, and the price of background checks and assessments.

Total Number of Hires: The total number of hires is the total number of employees hired in a specific time frame, such as a month or a year.

Using the formula above, you can calculate your cost per hire accurately. However, to make the process easier, we have created an Excel template that you can use.

Also read: 11 Ways to Improve Candidate Onboarding Experience

Excel Template for Cost Per Hire Calculation:

All the formulae and fields needed to precisely calculate your cost per hire are included in our cost per hire Excel template. The template is simple to use and can be modified to meet the demands of your company. The template can be used as follows:

Step 1: Download the Excel template from our website.

Step 2: Enter the internal and external costs in the respective fields.

Step 3: Enter the total number of candidates recruited.

Step 4: The template will automatically calculate the cost per hire.

Step 5: Analyse the results to identify areas for improvement and cost optimization.

Factors that affect Cost Per Hire:

There are several factors that can affect your cost per hire, including:

1. Industry: Your cost per hire might be considerably impacted by the sector in which you work. For instance, highly specialised positions in the technology or healthcare sectors could necessitate more expensive hiring procedures and examinations, raising the cost per employee.
2. Geographical location: Your cost per hire may change depending on where you are located due to differences in the cost of living and wage rates. Due to increased living expenses and greater competition for top people, recruiting might be more expensive in major urban regions, for instance.
3. Recruitment sources: The sources you use to find candidates can also impact your cost per hire. For example, recruiting through social media platforms may be less expensive than using traditional job boards or recruitment agencies.
4. Time to fill: The cost per hire rises if a post is taken longer to fill. This is because it takes more time and money to find the ideal individual the longer a post is open.
5. Employer brand: Your cost per recruit may be impacted by your company’s employer brand and reputation. It might be simpler and less expensive for businesses with a strong brand and reputation to draw in and keep top people.

Also read: What is Candidate Experience, How to Improve it, and Why it Matters for Your Business?

Benefits of Calculating Cost Per Hire:

Knowing your cost per hire can provide several benefits, including:

1. Budget planning: You can more efficiently plan and distribute your recruitment budget if you know your cost per hire. You can pinpoint places where you may cut expenses and streamline the hiring procedure.
2. Recruitment process optimization: You can find areas where you can streamline your recruitment process to make it more successful and efficient by looking at your cost per hire.
3. Recruitment performance evaluation: You can assess the success of your hiring process by looking at cost per hire and comparing it to industry standards.
4. Better decision-making: When deciding on recruitment tactics and resource allocation, having a clear understanding of your cost per employee might be helpful.

Conclusion:

Any company wishing to assess the success of its hiring procedure must use cost per hire as a key performance indicator. Knowing your cost per hire will help you plan your spending, allocate resources, and develop recruitment methods. The cost per hire calculation formula is simple, and our Excel template can help make it even simpler. Recall that your cost per employee might be impacted by factors including industry, geography, and recruitment providers. You may enhance your hiring procedure and gradually save costs by examining your cost per hire and identifying areas for improvement.

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The post How do you Calculate Cost Per Hire? Definition & Formula [Excel Template] appeared first on BluElement.

How to keep candidates engaged after an offer?

If you are facing high candidate dropouts, then improving your candidate engagement strategies can help you boost your hiring success rate.

What is candidate engagement?

Candidate engagement is a process that involves multiple tasks that will help companies build and foster a positive and delightful relationship between the candidate and the employer during the hiring process. It will help you create a lasting candidate experience that is engaging, informative, and supportive throughout the entire recruitment process.

Candidate engagement starts from the moment a candidate expresses their interest in a role you are offering. It continues throughout the entire hiring process, including the application process, interview stages, offer negotiation, and onboarding.

6 Tips to Keep Candidates Engaged Post-offer

1. Automated engagement templates after accepting offer:

Engagement templates are pre-configured email, text, or voice call templates to interact with the candidate once they sent you the acceptance letter. For example: Calling the candidate to congratulate and show excitement for accepting the offer.

2. Create touch points based on notice period: 

Based on the roles of candidates, they may have serve notice periods between two weeks to three months. These days are crucial for engagement as it gives them a window to shop for other offers. In order to minimise drop out during this period, create touchpoints to interact with the candidate via call, text and email. Touchpoints can be anywhere from 2 – 18 touchpoints. This will keep the candidate engaged and build a good relationship with the company even before their first day.

3. Assign a candidate engagement specialist:

In large companies where hiring is a continuous process, it is good to have an engagement specialist who solely focuses on improving candidate experience. HRs and Talent acquisition teams have their plates full with daily operations and they may not be able to engage with the candidates properly. If you don’t have the budget to hire a candidate engagement specialist, then outsource it to a company that specialises in candidate engagement and experience.

“HireLoop Assigns Dedicated Engagement Specialists to Improve Candidate Engagement Scores and Reduce Dropouts. Book a Demo Now!”

4. Provide quick replies to queries:

While serving the notice, candidates may have tonnes of queries that they need answers for. For hiring managers this can get mundane and boring as everyone has the same questions. In such cases, it is better to have a chatbot that replies to their queries anytime. This will improve the candidate experience significantly.

5. Enquire about counter offers:

While making touchpoints, include talks related to counter offers and offers from other companies. Get as much information as possible to understand if the candidate is planning to consider any other offers. This will give you a chance to proactively come up with alternative strategies to try and keep the candidate from considering your company from others.

6. Provide assistance for relocation/WFH: 

Many employees may have to relocate to a new location to take up the job. For some, it can be remote work. In such cases, it is crucial to offer assistance in any way possible. It can be as simple as sending out possible rooms to rent, sending out hardwares early to set up their home office etc. This will ensure that they feel included and won’t think about dropping out.

Also read: 11 Do’s & Don’ts of Onboarding

Reasons candidates drop out after accepting your offer

1. Counter offers from their existing employer: When an employee puts down his resignation letter, most employers would make an attempt to retain them by offering a higher salary, promotion or better perks. If their offer is convincing, then chances are they will stick with their current company.
2. Personal reasons: People have several things going on in their personal lives. Family commitments, health issues, etc may prevent them from accepting your offer.
3. Better opportunities: This is the number reason why most of the candidates drop out. When someone starts their job search, they shop for the best offer. In many cases they may use your offer to negotiate a better package from a different company. If candidates are able to find better opportunities than what you can offer, they dropout.
4. Not meeting expectations: In some cases, candidates will realise that the company or the job role is not as expected by them after they accept the offer. This will lead them to drop out.
5. Relocation issues: If the role you offered requires the candidate to relocate to a new location, they may face difficulties in relocating. This can make them reconsider their decision.
6. Compensation: If the candidate is receiving a better compensation package or finds out that the offered compensation is not at par with industry standards or with peers, they may quickly change their decision and drop out.

5 Tips to Avoid Candidate Dropouts

As an employer, it is your responsibility to take control of the situation and take proactive measures to avoid them. Candidate dropouts are not good for business. Based on our experience onboarding 1000s of candidates and improving joining rate, we have compiled a list of 5 things that are most important for any company to avoid candidate dropouts. They are:

1. Streamlined and simple application process: A lengthy application process that requires candidates to fill out several data points and multiple steps are always going to be a demotivator for many. It is better to have a simple application process to make it easier for candidates to apply for the open positions.

2. Clear communication: Provide complete information about the open position, the hiring process, and what they can expect from the company. After completing each step, you can also provide a feedback or an acknowledgement to keep the candidate informed and engaged.

3. Show excitement & interest: Throughout the hiring process, show sincere interest and enthusiasm in their skills and abilities. This will create a positive impression on the candidate and a great way to show that they are valued and appreciated.

4. Set realistic expectations: Be transparent to candidates while explaining about the role. Be it about job description, challenges or difficulties. You want to make sure that you instill realistic expectations and the candidate is fully aware of what they are signing up for.

5. Provide a delightful candidate experience: What sets you apart from other companies is the overall experience that you are able to provide to the candidate. Even to those that you are not hiring. A positive candidate experience can help you prevent dropouts and encourage candidates to apply for future roles

Also read: 10 Steps to an Efficient New Employee Onboarding Process

Conclusion

To conclude, we can say that it is critical for companies to come up with strategies to keep the candidates engaged after extending your offer letter. To ensure that they do not drop out and cause losses to the company, create an efficient candidate engagement plan that includes having multiple touchpoints, engagement templates, answering queries faster, providing relocation / WFH assistance, and taking proactive measures to counter any possible outside offers. Make sure you subscribe to our newsletters to receive the latest updates in your inbox.

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The post How to Keep Candidates Engaged After Offer: 6 Tips to Avoid Dropouts appeared first on BluElement.

What is Candidate Experience?

Candidate experience refers to the overall impression and perception that a job seeker has of an employer’s recruitment process, from the initial job search to the final hiring decision. It includes all aspects of the recruitment process, such as the job posting, application process, communication with recruiters, interview experience, and feedback after the interview.

If you are able to provide a positive candidate experience, then it becomes easy to attract talented people to your organisation. When candidates get delighted, then take it to social media to share their experience, becoming a brand ambassador for your organisation. But if your company does not have a streamlined hiring process and applicants are having a negative experience, then chances are that your brand reputation is damaged in the market and it can deter great talent from applying to your company.

So, it is safe to say that if you are providing a positive experience to applicants chances of improving your hiring efficiency is higher. Saving you a lot of time and money.

Here is a video to expand your perspective on candidate experience: 

Why does candidate experience matter?

According to Michael Page report, only 38% of the employees stay in the same company for more than 2 years in India, which is the least when compared to other countries around the world. And more than 68% of the people interviewed responded that they are looking for a job change in the next six months. Employees around the world are re-evaluating their job roles and are prioritising their happiness, work-life balance and overall well-being. Besides all this, competition for good talent is higher than ever. Companies are planning various types of promotional activities in order to attract talent from other companies.

Remember when Ashneer Grover, founder and CEO of BharatPe made the announcement that they are giving BMW bikes to IT professionals as a joining bonus?

This is the reality now. And I cannot emphasise enough about the importance of a good candidate experience. Remember that all good applicants have multiple offers in their hand and they will only go with that company which made them feel welcomed and gave them the best overall experience.

How to improve & provide good candidate experience?

Now that we have understood the importance of creating candidate experiences that attract talent, let’s look at ways to improve your candidate experience. I have listed down 5 effective ways to improve candidate experience, if you have anything to add, feel free to comment below.

5 Effective ways to improve candidate experience

1. Effective communication: You might have experienced it yourself or you might have seen people sharing their frustrations on social media on how HR’s ghost candidates post an interview. This talks a lot about their organisation. Having clear communication means that you let the candidate know exactly what to expect throughout their recruitment process. This includes details on the timeline of responses, the stages of the interview process, and any assessments or interviews that the candidate needs to complete. Just by providing this information, you will be able to stand out and make a lasting impression on the candidate.

2. Streamlined application process: In our previous article about attracting talent using non-monetary methods, we discussed how companies like Tesla have the simple application process for their job openings at their organisation. Companies tend to complicate this by having an application with too many processes and long application procedures. This is clearly a demotivator and can disappoint the candidates. Make sure that your application process is streamlined by minimising the number of steps required and by making it user friendly to complete it. It is also important to optimise the application page mobile friendly as most of the applicants are on their mobile phones.

3. Open feedback loops: It is important to keep the candidate updated once they start their application process and let them know where they stand in their recruitment process. The benefit of doing this is that it keeps them engaged and motivated. To make your job easier, there are multiple tools now available that send automated updates to candidates at each step of the process.

4. Personalised onboarding experience: As the saying goes, “First impression is the last impression”, companies only get one chance to make a good impression. Which is why you need to take advantage of the onboarding process. If you are able to provide a delightful onboarding experience to a new hire, it will have a positive impact on their perspective, reasons to stay for long term, and boosts their productivity. If you want to learn more about improving your onboarding process, check out our recent article about the 11 ways to improve candidate onboarding experience.

5. Being empathetic: Always think from the job applicants perspective. Everyone wants to feel valued and respected. So it is important to show these values throughout the recruitment process. Regardless of the candidate being hired or not, these qualities should be followed. You can do this by providing timely responses and by ensuring that the interview process is fair and respectful.

Here is a video of The Head of J&J (Formerly PepsiCo) explaining how to improve candidate experience using technology:

Who is a candidate experience manager?

Candidate experience manager is someone who is responsible for managing the entire operations throughout the hiring process, to prioritise a great candidate experience. Companies do not hire a candidate experience manager as they do not want to hire a full time employee to manage this. One of the major is that hiring numbers are volatile and depend on macroeconomic factors and business outlook. What you can do is hire third parties to manage the candidate experience for you. It will help you save the cost of hiring, improve candidate experience score and overall build a better reputation in the marketplace.

Conclusion

Providing a great candidate experience is beneficial to your business in many ways. You can attract great talent, improve employer brand and even increase customer satisfaction. By following the tips outlined in this article, you can improve your overall candidate experience at your organisation and create a positive brand reputation for your company.

If you need help improving your onboarding process or candidate experience, book a demo to see how our solutions can help.

Book a Demo

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The post What is Candidate Experience, How to Improve it, and Why it Matters for Your Business? appeared first on BluElement.