If you want to get real about your candidate experience, ask yourself these questions about your hiring process:
- Do my job postings contain complete information about the duties of the job, the requirements, and the conditions of the job in easy to read language?
- Do I communicate the length of time and the information required to fill out an application?
- Am I only asking only relevant information from the applicant via the online application?
- Do I give information to the applicant about the next steps in the hiring process?
- Do I provide timely status updates to my applicants? And ideally, a way for the applicant to check their status online?
- Am I offering ways for my applicants to connect with my organization via social media or other communication methods?
- Do I disposition the candidates during the hiring process, and especially once the requisition is filled?
Then, apply to one of your own jobs and validate that everything works the way you think it should.
After you’ve done that, enter the Candidate Experience Awards and get even more insight on how to create a positive experience for your candidates. You might even win some nice recognition.
In the late 90s when usability first came to software developers’ attention, a lot of focus was made on the number of clicks a user made and the tracking of the eye on a software interface to reduce user memory. While these are still important considerations, the science of usability has advanced to include the persuasion of a user to accomplish a specific goal.
In recruiting, the goal is to find a good match for a job. While efforts to reduce the number of clicks for an online application are admirable, they are not necessarily meeting the end goal of the application. The focus should be on an easy to use interface that allows an applicant to show whether or not he fits the job.
“The future of design is about creating engagement and commitment to meet measurable business goals.” – Dr. Eric Schaffer / Founder and CEO Human Factors International, Inc. in his white paper “Beyond Usability”
When applicants are polled regarding what they do not like about online job applications, they don’t complain about the number of clicks, but rather the lack of information about the job, the irrelevancy of the information collected, the limited data formats accepted and the lack of follow-up. Most of these are soft areas that relate more to content than technology. However, in both applicants and recruiters minds, all of it is technology.
From The Candidate Experience Monograph by Gerry Crispin and Mark Mehler, with others.
HR tech vendors can help assist their clients by providing suggested content, best practices information during implementation and staying on the cutting edge of consumer focused technology. The end goal of a talent management application must be to find the best fit for the job, while leveraging technology to save as much time and effort as possible, and to enforce compliance. The end goal often gets lost within the latest industry buzz words and trends, but it must stay in the forefront in order to create truly usable hr technology.