In today's fiercely competitive job market, attracting and retaining top talent is paramount to a company's success. The cost of hiring a bad fit can be staggering, impacting everything from productivity to company morale. To avoid this costly mistake and set your organisation apart from the competition, creating an extraordinary candidate experience is key. We've got 5 easy strategies that you can implement to craft an exceptional candidate experience.

Before diving into the tips for creating an exceptional candidate experience, it's crucial to understand why it matters:

The effects of a poor candidate experience are often felt company-wide, resulting in lost time, a decline in morale, and potentially tarnishing your employer brand. A positive candidate experience, on the other hand, can attract top talent and positively impact your brand's reputation in the talent marketplace.

1. Continuous Candidate Communication:

• Nobody likes to be left in the dark, and the simple act of communicating with your candidate can instantly improve their experience. Explain each step of your hiring process to the applicant and be honest about it. Provide them with details about how long it will take, the number of interviews required, and where they are at in the process. Open and honest communication builds trust and sets the right tone with your candidate.

2. Prep Your Candidate for Success:

• Set your candidate up for interview success and allow them insight into who they will be meeting with and what to expect. Let them know how many people they will meet and the expected length of time the interview will take. Coach them on the layout of the interview and how to best prepare so nothing is a surprise. Make sure they feel comfortable and confident with the interview logistics such as where to park and how to enter the building. Setting expectations about the entire recruiting process is an essential part of creating an optimal experience for the candidate.

3. Make them choose YOU:

• Give your candidate enough information about your company that it leaves them no choice but to choose you. Be passionate about what the company stands for and make sure the applicant clearly understands what their role would be. Let them ask questions and provide well thought out, serious answers. You should also go the extra mile after the interview and offer specific, constructive feedback. Make sure to be open to receiving feedback of your own as well because knowing what you did right and wrong in the process will help you improve future experiences.

4. Candidate Point of View:

• To better understand the candidate experience, you need to take a walk in their shoes. Look at the whole recruitment process starting with the online application all the way to after the interview and improve upon any weaknesses and work on what you and the hiring team would not appreciate if seeking a new role.

5. Reputation in Talent Marketplace:

• Do you know what your reputation is in the talent marketplace? If not, it is time to find out. Candidates are investigating your company beyond its website and company-controlled information. They are searching reputation sites like Glassdoor and asking current and past employees for insight. Be proactive. If your company has a bad review or two, be prepared to address any concerns. Be transparent with your answers and keep in mind that your candidate might very well post a review of the experience they had with you. So, make sure it is favorable by being straightforward and authentic every step of the way.

Crafting an exceptional candidate experience isn't just about finding the right talent; it's about showcasing your organisation as a friendly and welcoming employer. By focusing on transparent communication, inclusivity, and a warm and respectful approach throughout the recruitment journey, you can leave candidates with a lasting positive impression. An outstanding candidate experience not only strengthens your employer brand but also sets the stage for a motivated and engaged workforce once candidates become cherished members of your team. So, make the candidate experience a priority in your sourcing and recruitment practice to attract and retain top talent and remain competitive in today's job market.