We're launching our new "Reply Time" feature to make recruiting even more candidate-centric! This will encourage candidates to apply to your job...
5 ways HR Tech boosts Candidate Experience
HR tech helps companies prioritise candidates. Here are our top tips on how to leverage tech to create a positive candidate experience.
Long and unclear recruitment processes are a major turn-off for candidates. Thankfully, HR tech provides a lot of opportunities to turn things around. Here are our top tips on how to leverage tech to create a positive candidate experience:
1. Treat candidates like customers
This isn’t news – competition for talent is at all all-time high. Unemployment reached an all-time low in the EU in March 2019. Prioritize candidates by meeting them where they are: advertise jobs on social media and adjust hiring processes to suit their needs. When candidates know they’re a priority, you attract them and drive company growth.
2. Data-driven recruitment
Recruitment software generates all kinds of hiring and recruitment data insights. With this information, employers can measure everything from how long candidates stay in their inbox before action is taken, to which social media channels result in the most valuable applications. This helps your hiring team know which recruitment practices work and which need to be scrapped.
Some of the most valuable data to measure is:
- Career site visitors
- Applications received
- Time to hire
- Net Promoter Score (NPS)
- Top Promotions
3. Automate tedious tasks
Data isn’t the only perk of recruitment software. Implementing an Applicant Tracking System (ATS) allows you to automate time-consuming tasks. This saves time and keeps candidates happy.
For example, HR tech can send emails to candidates automatically when you move them to the next step of the process. Or, set up a reminder to take action on candidates that have been in a stage for too long.
Recruitment software alleviates the amount of manual work this otherwise takes and helps you deliver on expectations. It turns out, candidates who aren’t informed about their application are 3.5x less likely to re-apply to the same company. That’s a rapidly shrinking talent pool.
4. Mobile-friendly HR tech
It’s no surprise that the demand for mobile developers is growing rapidly – the number of mobile phone users is expected to pass 5 billion in 2019. To adapt accordingly, make your career page mobile-friendly. Implement an ATS that incorporates mobile-friendly application processes. What next? Watch the talent in your pipe multiply.
5. Make your employer brand pop
Being open about who you are, your workplace culture, and what you offer gives candidates a clearer idea of what they can expect and gets them excited about your company.
Testimonies from current employees and clear job descriptions help candidates make more informed decisions and improve the candidate experience.
Talent acquisition boils down to this: happier candidates means happier recruiters. Open recruiters mean open candidates. Like in any other interaction, you attract what you give out. Just think, Newton’s third law of motion, and apply it to talent acquisition.
If you need a refresher: “For every action, there is an equal and opposite reaction.” – Newton
The same goes for prioritizing candidate experience. HR tech helps you put candidates first, and they’ll be sure to put you first.