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Last but not least, thanks to social media, the Candidate Experience significant effects on applicants, which are often grossly underestimated by entrepreneurs. The dissemination of these experiences from the application process has long since ceased to be limited to relatives and acquaintances, but has shifted deep into the World Wide Web.

Job seekers can easily hit up to several hundred people with posts in social networks, which means that posts that bring to light particularly negative working conditions in companies certainly have the potential to move Virus….

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This entails business owner review portals such as Kununu Establishes which applicants have a platform open to spread their chilling experiences. Anyone who does not value their candidates as a result of this will sooner or later have to reckon with this return coach. Which the candidate experience is almost exactly, which changes it brings with it and how you can optimize it, you can find out in this brief.


The candidate experience as part of employer branding

this Employer branding - as a result of this this Structure of a positively connoted employer brand - essentially has the subject matter of motivating as many job seekers as possible to apply to the relevant company. These are strategic marketing measures that are intended to make the business owner as desirable as possible. With these marketing measures the right target group should be reached and the message of this company should be conveyed in the best possible way. 

Candidates from very popular areas of activity in particular benefit from the so-called Labor market, c / o which the demand from these companies is very high, the supply of qualified workers is certainly severely limited. In order to counteract the shortage of skilled workers, you have to act like business owners as a result of this, pass on a good impression from the time it comes into being - and this is exactly where the journey of these applicants and with it the candidate experience begins. 

The phases of this candidate experience

A candidate experience certainly does not begin with the interview, as you might expect - applicants start much earlier to combine impressions and create a painting of their potential new business owner. Basically, the candidate experience can be summarized in six phases subdivide: 

1) The attraction phase

The attraction phase already begins c / o this first gift up that job offer. Such a gift from these interested parties can also be the classic job advertisement, the contact to a job fair, through an advertisement or a membership fee in the social networks develop.

2) The information phase

In the second step, this applicant will usually be few Information about your company procure. This primarily includes this show of your web offer and its career page, your social media channels or the first results in the popular search engines.

3) The application phase

Only when the applicant is still convinced of you through their research will they start working on a Writing application and submit. Excessive hurdles, like too extensive Application forms, the amount of these applications can affect your part significantly. 

4) The selection phase

You are now entering this selection phase first conversations with the candidates and come into private contact for the first time. Casually, however, the applicant will take a close look at your company to see if it is actually a suitable new business owner for you. 

5) The onboarding angles

The candidate experience does not end with this setting value. the Onboarding angle - as a result, the impressions until you start work and during this familiarization phase - will show whether your new employee feels in good hands or is already thinking goodbye to your company. 

6) The attachment phase

In this last corner, the candidate experience goes into the Employer Experience Furthermore. The early days of these rose-colored glasses are over and the former applicants have become an integral part of your team. Although this is the point in time at which those are most likely to change jobs again - or to 100 BC. H. To this end, decide to play yourself bound to you like business owner.

The Impact of This Candidate Experience

Now that you are in touch with the various phases of this candidate experience, we can now deal with which Company mistakes in application processes commit many times and which are both the negative as well as the incidentally the positive follow-up from it. 

The negative candidate experience

The aftermath of a negative candidate experience can quickly damage your company if such experiences are made public. The hurdle of sharing a bad experience on the World Wide Web is relatively low, so it is not very unlikely that in Online application portals bad beyond you is reported. 

Anyone who remembers their last application phase will typically be able to casually recall one or the other negative experience in reliving. In passing, you will probably know exactly which company it was. Would you be there c / o that next job search apply again? It is very likely that the answer will be “No core upwards!”. Once saved as negative, there is seldom a second opportunity for every business owner to correct this impression. 

But the bad effects do not lead to a final: According to this study "Talent Relationship Marketing 2018", 18 percent H. upset these candidates with bad experiences so much that they throw the company out not just like future business owners, but casually are less up for grabsto buy their products or to use services. 

In this last consequence, this means for each of the companies: higher price! Price for each longer recruiting process, lost turnover due to temporarily unfilled positions and price for each subsequent blatant damage to the image. As a result, it is not only a question of respect for every business owner in contrast to the applicants, but also incidental entrepreneurial mismanagement, which combined can cause real financial damage to the company. 

The positive candidate experience

In return, the effects of a very good candidate experience have positive influences on a company, incidentally if some of them are not specifically measurable. Obviously, this leads to qua positive experience reports in the network and circle of acquaintances and combine positive strength on top of that Corporate image

Positive experiences in the application process incidentally mean that job seekers are less likely to drop out of the current process and, as a result, the pool of qualified personnel is collected on their own. Possible recommendations on contacts from this trade are added if applicants are genuine Corporate ambassadors thrive. Because incidentally, if many job seekers do not receive a confirmation for each job, a positive candidate experience incidentally sticks in their minds deep after the application process.

Employees who perceive themselves to be valued and treated well since the start of their journey will potentially get closer to your business owner identify, be more motivated and maybe even stay longer with the company. Of course, many other factors play a role here, but the long-term good candidate experience will also add its part. 

How you should (not) design the candidate experience

A pleasant candidate experience not only shows respect for applicants, but also strengthens their image as an attractive business owner. So that you can make your application process as positive and transparent as possible, you will find the following tips for each best and worst practice:

This distinguishes a positive candidate experience

  • Your job advertisement is important, reflects the actual tasks and requirements and provides applicants with as much information as possible.

  • The application letter can be sent with just a few clicks.

  • A contact person is called bright, can be reached by phone or email and is happy to provide further information on the status.

  • The applicant receives a written confirmation of receipt and information on their application letter within a reasonable period of time.

  • This interview is well organized and takes place at eye level.

  • A deletion is binding and gives this applicant a feeling of appreciation.

  • The induction phase is structured in a light-filled way, there is a permanent person of trust and a clear flow of information.

This distinguishes a negative candidate experience

  • Your job description is formulated generically, does not provide enough information and as a result leaves questions unprotected.

  • For the benefit of the application process, a cumbersome and time-consuming entry of a form is unavoidable.

  • There is no contact person in this job advertisement or this career page, which means that interested parties cannot obtain any further information on the status.

  • The applicant is unclear whether their letter of application has arrived and receives no response for weeks.

  • This interviewer shows up late for the appointment, is unprepared and asks inappropriate questions.

  • The applicant does not receive any deletion after failing this final round of interviews.

  • In this induction phase, this new workforce does not receive a person of trust and no longer has to put together tasks and processes confidently and without help.

These are just a few examples c / o which you and the business owner alike can right or wrong. As a result, a good study of this candidate experience can be worthwhile - not only to pass on a good impression to applicants, but also for long-term entrepreneurial fortune. 

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Cover picture: Zia Soleil / Stone / Getty Images Plus

Code number: Resident of this membership fee is a combined guest contribution by Ferdinand Leben, founder and owner of 360 quality application letters.

Originally published May 7, 2021, updated 07 May 2021

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Original source Hubspot

Published On: May 7th, 2021 / Categories: Digitales Marketing /

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