From job ad to background checks: 5 tips for better candidate experience

Candidate experience is vital to attracting and retaining the best talent. From publishing the vacancy to making an offer and running background checks, how you do things matters.

One way employers can gain the edge in a competitive job market is to deliver a seamless, positive recruitment process. Here are five important ways to enhance the candidate experience:

1. Eliminate confusion with clear job advertisements

Job adverts are often the first impression a candidate gets. They should explain what makes your organisation a great place to work. To do so, ensure the job description is clear and concise, highlighting the responsibilities and qualifications required for the position. Include other reasons to excite candidates — mention your company’s mission, culture, values, and career advancement opportunities.

Then there’s the question of pay transparency. Bear in mind that 78% of UK jobseekers are less likely to apply for a position that doesn’t display a salary. And 22% of jobseekers only apply to jobs with a stated salary range.

Beyond pay, candidates will also be looking at additional benefits including pension, employee wellbeing, and perks.

2. Streamline the process with efficient applicant tracking

An applicant tracking system (ATS) is a vital tool for managing recruitment. An effective ATS can enhance the experience for prospective employees by streamlining the application process, making it easier for them to apply and track their status.

The ATS also allows hiring managers to schedule interviews and review resumes more efficiently. With the right ATS, the candidate and hiring team can communicate seamlessly. The process becomes more transparent and personal, increasing candidate satisfaction.

Zellis, in partnership with Talentsoft, provides a fully integrated recruitment solution: Talentsoft Recruitment.

3. Run an unbiased and effective interview process

Interviews can be stressful for candidates. Ensure a more positive experience by designing a well-structured interview process. It should allow them to understand the company and the role, and to showcase their skills and abilities. This is also an opportunity to communicate the company culture and values to the candidates. This is important in determining if the position and organisation are an ideal match for their personal and professional goals.

Help keep the interview process transparent, bias-free, and meaningful by explaining it clearly to the candidates in advance. Hiring managers and interviewers should be trained to recognise and avoid bias, and candidates should receive timely feedback on their performance after the interview.

4. Get feedback from candidates on the interview process

Once the interview process has concluded, it’s crucial to evaluate the experience of the candidates. How did they find going through the process and what could have been done better, from their point of view?

Sending them a simple feedback form will help to identify areas for improvement, so you can make necessary adjustments for a better candidate experience.

5. Speed up background checks

The background checking process heavily influences a candidate’s perception of an organisation and the likelihood of accepting a job offer. Background checks can be time-consuming, so finding ways to speed up the process while maintaining accuracy is crucial. The process can be automated and outsourced to an experienced third-party provider such as Zellis.

See how Yodel reduced the time to complete a full check to 6 days from an average of about 14.

---

Learn more about Zellis Background Checking.