How to plan the candidate journey when hiring
When you’re buying a product, where do you start? Maybe you go online and look at the reviews; perhaps you spend a while comparing different options; or maybe you go in-store and take a look in person? You might return time and time again before making your mind up, or you might grab a great deal with both hands. Whatever your process, this is your customer journey.
The journey a candidate takes when looking for a job is very similar to a customer journey. They will search for a job that matches what they’re looking for, research the company online, make conscious and subconscious assessments about the hiring firm throughout the application and interview process, and ultimately decide if they want to work for you.
Just like a bad customer journey won’t end in a purchase, a bad candidate journey is unlikely to end in a hire. So what can you do to plan for a successful candidate journey that ensures you attract – and most importantly, retain – that exceptional talent?
Give every touchpoint weight
A ‘touchpoint’ is any time a candidate comes into contact with your company throughout your journey. The obvious touchpoints are when they apply for a vacancy or come in to interview, but there are many other touchpoints that you may forget to consider. These include visiting your ‘about us’ or ‘careers’ page on your website; viewing your social media pages; reading reviews customers or staff leave online; any interaction they have with your staff over the phone; and even the emails they receive during the application process. You must consider the entire end-to-end candidate journey, without overlooking a stage, if you are to ensure that it’s seamless and effective.
Test your own process yourself
If you find your own application process frustrating, so too will every candidate. Audit your application process by going through from viewing a vacancy to final submission. This is particularly important if you have a lengthy application process or you use software to handle applications. Can you upload the necessary files in the format you want to? Does the process feel fluid and simple or are there superfluous stages? Is the system impossible to use on mobile?
You should also consider reviewing this process from an accessibility perspective to ensure candidates with disabilities, i.e. a visual impairment, are not prevented from applying. A good recruiter can support you with ensuring your approach is fair to all.
Map your ideal candidate journey
Any smooth journey needs a good map, and this is no exception. Consider how you want your candidates to find out about your roles (maybe via social media, job boards or Google searches) and how you intend on getting them there. Think about how your vacancy is worded so that it encourages a candidate to apply. If they are going to research you at this stage, make it easy for them to do so and ensure their experience is positive: link to your about us page and check that your social media is reflective of how you want to come across. Make sure the actual application process is as simple as possible, requires no duplication of effort (i.e. upload a CV and then fill in all the CV details anyway) and works technically. Ensure someone contacts successful quickly at each stage, and that everyone they meet or speak to throughout the process – from reception staff to interview panel – treats your candidate politely and respectfully.
Planning a great candidate journey can be the difference between securing great talent and having candidates slip through the net, but we’re aware of how tricky and time-consuming the planning process can be. The experts at Optimum Recruitment are on hand to answer any questions and to offer insight and support on any and all stages of the journey. Please do get in touch with our team.
Posted By: Abigail Simpson
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