1. Dice Update
Easy does it:
5 Simple Ways to Dramatically Improve the Candidate Experience
Even if your company is known as an innovative powerhouse with a bleeding edge technology stack,
you could be turning off elite tech pros with your impersonal, opaque hiring process.
According to a recent survey by Kelly Services, nearly 70% of EMEA job applicants are dissatisfied due to a
lack of communication regarding their status in the hiring process. And window shoppers prefer companies
that offer an up close and personal preview of their culture, technical requirements and staff.
Fortunately, you don’t need to spend a fortune on a new applicant tracking system (ATS), videos or
additional staff to create a hiring experience that informs, attracts and engages the best and the brightest.
“Even a big player with thousands of applicants can still let candidates know where they are in the hiring
process,” said Leigh Carpenter, program director for the Talent Board and co-founder of the EMEA
Candidate Experience Awards (CandE). “Improving the candidate experience is about keeping it simple and
keeping it human.”
Here are five simple ways to improve the candidate experience by putting the human touch back into an
automated recruiting process.
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1. Open the window
Candidates don’t want to waste time pursuing jobs that aren’t the right fit,
that’s why they spend hours investigating a company and its technical
requirements before they apply. Satisfying their thirst for knowledge and
transparency actually benefits both parties. (1)
For starters, giving prospects the opportunity to view video job descriptions
and interact with IT managers and staff via online chats, discussion forums and
open houses lets them make informed decisions about their potential
alignment. Over time, transparency and engagement helps recruiters build a
pipeline of interested, well-matched prospects and reduces the need for
“casting calls” that produce swarms of unqualified applicants. (2)
“Candidates can disposition themselves if you give them a realistic preview of
the role and expectations,” Carpenter said. “You don’t need a professionally
produced video; a twenty-second sound bite with the hiring manager is good
enough.”
In fact, CandE award winners treat candidates like consumers. In turn, even
unsuccessful candidates shower them with loyalty and referrals. Some 88% of
rejected candidates said they are more likely to purchase goods and services
from companies that provided a positive experience, 97% would refer others,
and 95% would re-apply if another suitable role came up.

2. Dice Update
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2. Cut through red tape
Does the candidate really need to fill out five pages of forms and then
upload their CV just to see if they qualify? Having a simpler, more direct
hiring process reduces the dropout rate and raises the candidate’s
impression of your company noted Jake Kimber, a London-based
recruitment manager for Blackboard Inc.
Blackboard lets prospects submit an online profile or CV to get the ball rolling.
Best of all, every submission is reviewed by Kimber so candidates receive
immediate, personalized feedback - not a boilerplate email. Since surveys
show that candidates expect a response within three to five days after
submitting an application, Kimber’s strategy exceeds their expectations.
“Everyone gets a response,” Kimber said. “I may call to get additional
information or to chat with a candidate, but I let them know right away whether
they’re in or out and why.”
Instead of investing in a new ATS, streamline the application process Kimber
advised. Plus you may be able to interest a tech pro in another position, once
you engage them in a conversation.
3. Close the Black Hole
Keeping candidates updated on the status of their application is by far the
biggest shortfall and the biggest opportunity for employers. CandE data
indicates that less than half of organisations notify candidates when a
position has been filled. In fact, the most common form of communication
is an acknowledgement email from a do-not-reply email address. It’s no
wonder that candidates feel as if they’ve fallen into a black hole. (3)
Active candidates should receive regular updates, preferably from the hiring
manager, but some recruiting teams assume responsibility and have
implemented human-aided systems for keeping candidates up-to-date.
For instance, Risk Management Solutions holds two, one-hour live chat
sessions each week where candidates can login, engage with a member of the
recruiting team and receive status updates explained Carpenter. Having
scheduled “office hours” or rotating on call duties among the recruitment staff
can ensure that candidates have an opportunity to connect with a human being.
Other firms provide a hiring roadmap and timeline so candidates can track their
progress or they send personalized emails that explain the next step as
candidates move forward.

3. Dice Update
Kimber provides weekly feedback to every candidate in Blackboard’s hiring
process even if it’s just to explain the reason for a delay. He contacts candidates
via phone or email, based on their preferences.
“Designating the hiring manager as the point of contact is ideal once the
candidate advances in the hiring process,” Kimber said. “But if the manager’s
traveling or hasn’t gotten back with me, I’ll call or email the candidate so they
know exactly what’s happening. Most people are willing to wait as long as
you’re open and honest with them.”
4. Give and receive feedback
Unsuccessful candidates deserve feedback too. By investing time and
effort in the hiring process, they’ve earned an opportunity to learn
and improve.
Hiring manager involvement is key. CandE results show that the further the
hiring manager from the hiring process the worse the experience. Plus, strong,
capable leaders who provide feedback convey honesty and transparency in
their decision making and selection process.
According to a survey by HR consultancy Cubiks, one-third of candidates said
the employer’s final decision was not clearly explained so they tended to
disagreed with the verdict. But 89% of the candidates who received an
adequate explanation said they were satisfied they had been given the chance
to demonstrate their suitability for the role.
If your managers aren’t adept at giving honest, developmental feedback –
train them.
“It’s important to have a lengthy conversation with the runner-up because he or
she could be a perfect fit for another position down the road,” Kimber noted.
Of course feedback is a two-way street. Soliciting input and recommendations
from both successful and rejected candidates about your company’s recruiting
process can help you improve the candidate experience and bolster your
employment brand. Free survey tools like Survey Monkey or Google Forms let
you easily solicit feedback and collect benchmarking data.
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4. Dice Update
Sources
1. Candidates want to know the company before they apply.
Data on page four of this report:
http://www.thetalentboard.org/wp-content/uploads/2015/11/CandEs-2014-UKI-eBook-11-9-15.pdf
Source: The Talent Board, “Candidate Experience 2014-2015 United Kingdom and Ireland”
2. How do you engage with potential candidates who have not yet applied?
Response to survey question No. 11 on page 12 of this report.
http://www.thetalentboard.org/wp-content/uploads/2015/11/CandEs-2014-UKI-eBook-11-9-15.pdf
Source: The Talent Board, “Candidate Experience 2014-2015 United Kingdom and Ireland”
3. How do you communicate with candidates after they apply?
Response to survey question No. 24 on page 27 of this report:
http://www.thetalentboard.org/wp-content/uploads/2015/11/CandEs-2014-UKI-eBook-11-9-15.pdf
Source: The Talent Board, “Candidate Experience 2014-2015 United Kingdom and Ireland”
5. Keep your promises
If you promise to get back to a candidate by 2:00 p.m. on Friday,
follow through!
Put yourself in the candidate’s shoes Carpenter said. “Would you want to join a
company that seems disorganized or doesn’t honor its commitments?
Probably not.”
Create a candidate’s bill of rights that spells out how long the hiring process
will take and when prospects will receive feedback and updates. Then obtain
buy-in from your hiring managers through a service-level agreement (SLA). The
SLA should outline joint recruitment goals and the activities and commitments
of both recruiters and managers.
Remember, a poor candidate experience can cause you to lose highly valuable
tech pros to competitors, and in today’s social media world, they are likely to
tell their friends. Adding human engagement back into your automated routine
can generate welcome improvements. And best of all, showcasing the human
side of your brand and business is not only simple, it doesn’t cost a thing.
Dice Tel +44 (0)20 7292 3899 Web uk.dice.com
Leslie Stevens-Huffman Dice November 2015