The simple answer – yes, it’s possible! As a matter of fact, there is a myriad of ways through which this can be achieved. But before we look at how you can achieve this, let’s take a look at why it’s even important in the first place. You see, the current job market, not only in Singapore, but across the world, is majorly candidate-driven, which means that you don’t pick the talent anymore, the talent picks you, which they do based on their experience with you. So, it is absolutely necessary that you start thinking of enhancing your candidates’ experience right now.   

But, what is candidate experience – one might ask?

It basically refers to the experience of a candidate in the recruitment process, or, the candidate’s overall perception of a company’s recruitment process. Even though this notion might seem and sound pretty simple, it’s actually very complex in reality. There is a lot that goes into it, including ways on how to actually improve the experience, and how to measure it to ensure that it’s working, which is what we will look at in this article;

So, how can I improve my candidates’ experience?

First, you have to come up with a super clear, accurate explanation of the job responsibilities, which includes a salary range, perks, and benefits, as well as the company values. Secondly, you have to set expectations about the hiring process, which will in turn help to ease the candidate’s self-doubt, confusion, and nervousness. Also, you need to think about your career page, given that it is the best representation of your company and the best place to showcase your employee value proposition and also apply all your employer branding ideas. So, you have to ensure that you update the page with useful, relevant, and informational content for the candidates. The other thing is that you have to enable an easy application process. Many candidates may view a lengthy and tiring application process as not worth the effort, where some might even quit right in the middle of their application.

Also, when a candidate takes the time to send in an application, the least thing you can do is to send a response, regardless of whether they’ve been accepted or not. Leaving them in the dark, not knowing what happened with their application can be very frustrating. Lastly, you should know that the interview can make or break the entire process, and all the efforts put into it. So, you have to ensure that your questions are precise and straight to the point, and also give them the opportunity to comment or ask any questions that they may have. This will show them that you care about their opinions as well, as will help them improve as professionals.

Can I be able to measure the effectiveness of my methods?

Yes, you can! You just need to get feedback from your candidates. By sending a feedback survey to all the candidates who applied, asking both close-ended and open-ended questions, in order to measure their experience and also pinpoint any issues and their potential solutions.