Today’s most talented professionals have their choice of job opportunities, with employers vying for their attention and services. You need innovative ways to sell potential hires on the unique benefits of joining your team – before your competition beats you to them.

Develop a Winning Candidate Experience

Your candidate experience should be no different than your best customer experience. It all begins with a strong talent brand. Every single touch point – from job postings and your application process to follow through including communication with rejected candidates – makes a lasting impression. Consider these recent research findings:

  • Forty-two percent of applicants in one study who had a negative candidate experience said they would never apply at a company again.
  • Seventy-eight percent said they would share their bad experience with others in their personal network. Of these, 34 percent said they would use social media for this purpose.

Done right, the candidate experience can be the differentiator for top talent to choose your company over your competitors. Even unsuccessful applicants can become your advocates and continue to engage with your brand. But, a negative experience can not only damage your brand, but also hurt your company’s bottom line.

  • Make your hiring process easy and intuitive. For example, no candidate wants to spend hours completing an online application by filling in information that you can easily glean from their resume. Remember, candidates are customers, too, and they take that customer experience expectation into consideration when applying for jobs.
  • Stay in touch. Nearly half of all candidates surveyed said they never received an update on the status of their applications. Offer transparency and guidance before, during and after the application. Explain your time line to candidates. If they’re not short listed to move forward in the process, communicate to them ASAP so they can move on to other opportunities.

Use Social Media to Your Advantage

Look beyond candidates’ resumes and LinkedIn profiles. Consider their overall social media presence. Be sure you’re tracking the right sites to find and assess talent that may otherwise be off your radar.

  • Build relationships. Engaging with passive as well as active candidates is critical to your success. These individuals are at the top of their fields and you need to bond with them at the earliest possible stage.
  • Maximize your company’s social presence. Beyond posting jobs and interacting with candidates, you can solidify your image via strong content and conversations to spread the good word about working for your organization. Encourage your current employees – who are your best brand ambassadors – to use their own social sites to spread the word. Everything posted should showcase your company mission, which helps to attract like-minded talent. A great company mission aligns with candidates’ own personal values.

The right recruitment partner is key to making your hiring process the best it can be in 2017 and beyond. For cutting-edge success in meeting your talent management goals in the New Year, read our related posts or contact PrideStaff Modesto today. We’re here to help make it happen!

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