Optimising the candidate’s journey

David Banaghan at Occupop shares five ways your business can create a positive recruitment process experience

 

According to a recent survey, more than three-fifths (62%) of Brits describe the overall hiring process as negative, with nearly a quarter (22%) labelling it "stressful and soul-destroying". These statistics paint a troubling picture for businesses looking to attract top talent.

 

However, with a few intentional improvements, businesses can create a positive recruitment experience that not only strengthens their employer brand but also sets the stage for long-term engagement with new hires.

 

At Occupop, we highlight the importance of a candidate-friendly hiring process in transforming the recruitment landscape. By integrating technology and prioritising human connections, businesses can enhance the candidate experience, reducing issues such as "ghosting" and perceived red flags in the hiring journey. Ensuring a seamless and transparent recruitment process helps attract and retain top talent while fostering a positive employer reputation.

 

Here, we’ll explore how businesses can level up their recruitment approach and why these steps matter more than ever in today’s competitive hiring market.

 

1. Eliminate candidate "ghosting"

One of the most significant frustrations candidates face is being "ghosted" by employers, with three in five (58%) UK professionals having been ghosted during the interview process, and two in five (39%) having been ghosted more than once.

 

In today’s competitive market, it’s crucial that businesses stay in regular contact with candidates, even if it’s to deliver bad news. Leaving applicants in the dark only creates frustration and damages your reputation.

 

To address this, businesses should adopt a transparent, tech-driven communication process. Automated messaging tools can keep candidates updated at each stage, ensuring they feel valued and informed. A simple message acknowledging their application or providing feedback on why they didn’t advance goes a long way in creating a positive experience.

 

2. Streamline the application process

Another common complaint from job seekers is the complexity and length of the application process. The most desirable candidates are often employed or considering multiple offers, meaning they don’t have the time or patience to fill out long, repetitive application forms.

 

The recruitment process is an opportunity to showcase your brand to potential employees. If the application process is too time-consuming or complex, candidates may abandon it and move on to competitors. By optimising the experience with easy-to-navigate software and clear instructions, businesses can prevent losing out on top talent.

 

3. Address candidate red flags

Job seekers are becoming more discerning about the companies they apply to, often flagging certain practices as warning signs. For instance, posting vague job descriptions that don’t clearly outline expectations or compensation can deter high-quality candidates. Similarly, offering no insight into what the interview process will entail or how long the hiring process might take can leave candidates feeling unprepared and anxious. 

 

Being upfront about your process, your expectations, and the perks of the role is essential. In a market where candidates are increasingly selective, transparency goes a long way in showing that you value their time and contributions. Ensure that your job postings are detailed and realistic, and be upfront about salary ranges and benefits packages. Establish a clear timeline for your recruitment process and keep candidates informed throughout, so they know what to expect at each stage.

 

4. Use technology to enhance personalisation

While technology can help automate communication and streamline the hiring process, it should also be used to add a personal touch. Personalised communication, even when automated, can significantly enhance the candidate experience by making applicants feel seen and appreciated.

 

Technology isn’t just about efficiency—it’s about creating a more human experience at scale, Automation can help ensure no candidate is left behind, but personalisation is what makes the experience memorable and positive. Sending tailored messages, whether it’s congratulating them on advancing to the next round or offering personalised feedback when their application is unsuccessful, shows that the business values the candidate’s efforts.

 

5. Prioritise interview experience

Finally, businesses need to focus on the interview experience. This is often the stage where candidates are most anxious, so it’s important to create an environment that is welcoming, transparent, and respectful of their time. Candidates will judge a company by how they are treated during interviews—whether that’s through overly intense questioning, unprepared interviewers, or disorganisation.

 

Prepare well for interviews, ensure that they are scheduled at times that are convenient for the candidates, and provide them with all necessary information ahead of time. Offer feedback promptly after interviews, regardless of the outcome. A structured, respectful interview process signals to candidates that they are applying to a well-run organisation that cares about their experience.

 

A positive recruitment process

In today’s competitive job market, creating a positive recruitment process is not just about filling roles quickly – it’s about making lasting impressions. By leveraging recruitment technology to streamline communication, address candidate concerns, and personalise the process, businesses can turn a stressful hiring journey into a positive, engaging experience.

 

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David Banaghan is Interim CEO and co-founder at recruitment software experts Occupop

 

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