4 Tools to Optimize Candidate Experience in Recruitment

Around 78% of job candidates say that the overall experience they have indicates how the company values its workforce. However, more than half of job seekers revealed that they had negative candidate experience in recruitment, and 80% of candidates who have been through a disappointing hiring process would openly share their bad experiences with other people. [1]

But there is a silver lining; if you find a way to improve candidate experience you’ll be able to bring back those candidates who walked away mid-process, as 87% of jobseekers say a positive experience can change their perspective on a role or company they once doubted. So, how do you turn it around? In this article, we’ll dive into the definition of candidate experience in recruitment, useful tools you should know about, and get inspired by real-life examples of improved candidate experience. Let’s get started.

What Is Candidate Experience?

Candidate experience refers to a job seeker's perception and feelings about an organization’s hiring process. From the moment they discover a job opening to the final hiring decision, each interaction shapes their overall view of the company. It encompasses every touchpoint, including job search, application process, communication, interviews, and onboarding.

A positive candidate experience is akin to a journey that leaves the applicant feeling valued and respected, regardless of the outcome. It’s characterized by clear communication, transparency, and respect for the candidate’s time and effort. On the other hand, a negative experience can drive potential talent away and hurt your company’s reputation.

Recommended Tools for a Positive Candidate Experience in Recruitment

1. Applicant Tracking

Engagement is one of the indicators of a good candidate experience in recruitment. As a recruiter, you may deal with 10 or 20 tasks at once, enabling you to pay full attention to certain candidates. This is the stem of bad experience. Applicant Tracking System or ATS comes in to fix this problem. ATS is a software specifically designed to optimize the hiring process by automating certain stages in the pipeline like resume parsing or candidate screening. It allows you to focus on nurturing relationships with the candidates and keeping them in the loop throughout the pipeline.

Why Choose Manatal

When it comes to keeping candidates engaged, an ATS like Manatal is on top of the list. It comes with many features that help create a positive candidate experience in recruitment. For example, you can use Manatal’s mass emailing feature to keep candidates informed from end to end. You can also keep candidates up-to-date and stay engaged with its automation capability that sends out updates at the end of each stage throughout the pipeline. Plus, Manatal is designed with ease of use in mind with an easy-to-use interface that doesn’t require programming or other IT specialty. It is suitable for small, medium, and large size businesses.
Pricing:

• Professional Plan: $15 per user per month, with 15 jobs per account and up to 10,000 candidates.
• Enterprise Plan: $35 per user per month, with unlimited jobs and candidates.
• Enterprise Plus Plan: $55 per user per month, with user groups, priority support, and more.
• Custom Plan: With everything in Enterprise Plan and more.

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2. Feedback Survey Tool 

A feedback survey tool is used to collect and analyze feedback from candidates about their experience during the recruitment process. It helps you identify areas of improvement and ensure that the candidate experience is positive, leading to a stronger employer brand.

Recommended tool: Qualtrics 

Qualtrics is a comprehensive solution for candidate experience surveys, offering a free template to get started. The platform is built to gather in-depth feedback at every stage of the hiring process, ensuring a thorough understanding of the candidate’s journey. 

Pricing:

• Qualtrics’ pricing detail is not disclosed. You can visit its website to learn more.

3. Automation Tool

Time is also another important aspect when it comes to successfully landing the right talent on empty roles. An automation tool comes in to help save time and reduce manual effort by automating repetitive tasks such as sourcing, screening, and communicating with candidates. As a result, your hiring process will be significantly sped up and you will be able to focus on other important tasks.

Recommended tool:

myInterview is a tool designed to make the initial stages of candidate screening more efficient and engaging. It offers features like automated video interviews where candidates to record their interviews, which recruiters can review at their convenience, and AI-driven analytics to assess candidate responses. It can also be integrated with your existing ATS systems.

• Pricing: The pricing detail of myInterview is not publicly available. You can visit its website for more information.

4. Interview Scheduling Tool

A messy schedule equals disaster for all parties, having a tool to help schedule your interviews is important in creating a positive candidate experience in recruitment. A scheduling tool helps you coordinate and organize interview times with candidates easily. Typically, a scheduling tool can be integrated with your calendars to display real-time availability and can handle the scheduling of multiple interviewers, reducing your manual workload.

Recommended tool: GoodTime

GoodTime offers an interview scheduling platform that automates the entire process, accommodating complex scheduling needs. It integrates with calendars and provides real-time availability, helping you organize seamless job interviews.

• Pricing: The pricing details for GoodTime are available upon request. You can visit its website for more information.

To further help you pick the best recruitment tool to improve your candidate experience, check out this guide.

What Makes A Positive Candidate Experience?

• Clear Communication: One of the key elements that contribute to a positive candidate experience is clear communication. This includes providing detailed information about the job role, the company culture, and the hiring process. Remember, candidates appreciate being kept informed at every stage of the recruitment process, from application status updates to interview feedback.
• Transparency: Transparency is essential for building trust with candidates. This includes being honest about the job requirements, salary, benefits, and potential challenges within the role. Candidates value transparency as it allows them to make informed decisions about whether the job fits them.
• Timely Feedback: Whether it’s after an interview or at the end of the recruitment process, candidates appreciate receiving constructive feedback on their applications. This shows that your company values their time and effort in applying for the role.
• Respectful Treatment: Treating candidates with respect throughout the hiring process is a big part of helping you deliver a positive experience. This includes responding to their queries promptly, acknowledging receipt of their application, and showing appreciation for their interest in the company.
• Personalized Interaction: Personalizing the candidate experience can go a long way in making candidates feel valued and respected. Tailoring communication to their needs and preferences, addressing them by their name, and showing genuine interest in their background and skills can leave a lasting positive impression.
• Efficient Process: A streamlined and efficient recruitment process will surely accommodate candidates’ journey. This includes setting clear expectations, scheduling interviews promptly, and making decisions on time. Candidates appreciate a well-organized process that respects their time.
• Warm Welcome: Be sure to make your candidates feel welcome and comfortable during the interview process. So, greet them warmly. Provide a clear overview of the interview process, and ensure that they have all the information they need.
• Development Opportunities: Communicating growth and development opportunities within the company can also enhance the candidate experience in recruitment. Candidates value employers who invest in their professional development and offer opportunities for career advancement.

Examples of Improved Candidate Experience In Recruitment

1. Google

The world-famous search engine elevated its process and provided superior experience to its candidates by streamlining the application process, making it simple and straightforward right from the get-go. Google also keeps candidates engaged along the way by giving them timely feedback in each stage of the pipeline. As a result, every candidate who entered Google’s recruitment pipeline would feel welcome and walk out feeling welcomed and having a positive experience, whether being selected for an interview or being hired or not.

2. HubSpot

The US-based software company puts its focus on communication and delivers a candidate-centric recruitment pipeline. Hubspot stays close to its candidates and informs them every step of the way. The company also provides candidates with clear timelines and expectations. What makes Hubspot’s recruitment experience stand out is that the inbound marketing and sales software firm provides candidates access to a ‘candidate concierge’ who helps them navigate through the process. This reinforced Hubspot’s perception among job seekers as a company that values and pays close attention to its candidates.

3. Southwest Airlines

The giant airline from the United States recognizes the importance of an inclusive and diverse culture and offers a welcoming experience to its candidates throughout the recruitment process. Southwest Airlines focuses on making its candidates feel relaxed and valued regardless of their gender or ethnicity. The airline also initiated diverse interview panels, leaving a big impression on candidates as a company that embraces people from all backgrounds. [2]

Conclusion

Ensuring a positive candidate experience in recruitment is an important fuel that drives your company toward a stronger employer brand and a company of choice for job seekers. As we’ve explored best practices and case studies, providing a seamless and engaging recruitment process can help you attract top talent and maintain a positive image. However, before diving into improving your recruitment pipeline, you need to consider the current state of your candidate experience. Evaluate your existing processes, gather feedback from past candidates, and identify areas for improvement. Remember, the candidate experience doesn't start and end with the job offer - it is a continuous journey.

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Citations:

1. LinkedIn

2. talentmsh