No company’s going to say, “We don’t care about the quality of our candidates.” Obviously, everyone wants to bring on the best talent possible. Despite that desire, too many companies don’t take the right actions to attract the best candidates possible. And attracting the right candidates isn’t a matter of chance; you have to work at it by delivering a positive experience.
Nearly 60 percent of candidates report having a bad experience with prospective employers. High-quality candidates are pretty likely to pass on the companies that live in that 60 percent in favor of the 40 percent who don’t.
The difference between these two? The 40 percent of companies that have focused on delivering an unforgettable candidate experience make use of the latest and most effective staffing strategies, while the rest are satisfied with the status quo. Don’t stay satisfied. Here are three staffing strategies to help you improve your process, and therefore, improve the experience for potential candidates.
Nothing sticks in your mind like a first impression. This holds true for friends, family, romantic partners — employers are no different. Potential employees form the bulk of their opinion on a company through their first few points of contact.
In the past, a candidate might have gotten their first impression of your company from an ad in a newspaper, a meeting with a sales rep, or even through using the product. Today, the first place somebody goes when they’re thinking about applying for a job is the trusty internet search engine, which is why updating your website should be a part of all staffing strategies.
A good website serves as your organization’s digital face. Not only should it look presentable, but navigating it should also make for an enjoyable experience. An out-of-date website signals to high-quality candidates that your organization hasn’t kept up with modern workplace trends, signaling that working with or for you will be an unnecessarily challenging experience.
Filling out forms, sending emails, confirming schedules — there are plenty of tedious tasks in the staffing process that are easy to lose track of. Fortunately, that’s why software exists.
The ability to automate candidate communication should be one of the first features you look for in staffing software. Sending the right message at the right time can make all the difference when communicating with your candidates. A lot of these messages can be sent automatically at crucial points in the hiring process, ensuring nothing slips through the cracks.
Using software to support your communication is just one example of how staffing tasks can benefit from automation. Another example: data sharing across fields. No candidate wants to fill out the same information on multiple forms, even online; doing so is error-prone (frustrating for you!) and unnecessarily time-consuming (frustrating for the candidate). Instead, data should be shared across fields, and your software should serve as a single source of truth when bringing your candidates on board.
An up-to-date website may attract more and better candidates, but that influx would be all for naught if you don’t have the task automation capabilities to keep up. Automating key parts of the hiring and onboarding process is a critical staffing strategy. It frees up your time to source high-quality candidates — and to keep those candidates engaged throughout the hiring process.
Onboarding is a stressful experience for both candidate and recruiter. In fact, only 12 percent of employees believed that their organization does a great job onboarding new employees, according to Gallup.
Too many organizations see onboarding as a means of getting employees to work as quickly as possible. This perspective, however, sets a poor tone for the future of the employee’s relationship with the larger organization. One study found that employees who went through a structured onboarding process were 58 percent more likely to have stayed at their companies three years later.
Smart staffers know that spending their energies on building a comprehensive onboarding experience means saving time and effort sourcing new hires later on. That’s why emphasizing your organization’s onboarding process is a staffing strategy worth investing in.
If you follow the tips in this article, you’ll have crafted a truly stand-out experience for your candidates. And guess what? Delivering a great candidate experience makes for a highly engaged workforce. Want to learn more about how? Check out our e-book, “How Good Onboarding & an Engaged Workforce Can Help You in the Field.“