You can imagine this scenario: you are very eagerly applying for your dream job, and you spend hours updating your resume and even writing a cover letter, only to not get any update from the company whatsoever. Or at worst, after going through three phases of interviews, the company just disappears.
These instances have all been experienced by most of us, and it really feels like a big letdown. That whole timeline beginning when an individual spots your job advertisement to the day they actually start to work with your company (or get a rejection letter) is something referred to as candidate experience. Back then, it was the company that had all the advantages.
Their strategy was to put the candidates through various challenging requirements because it was a job seeker's dream come true to get any chance for a job. However, the times have changed a lot. Candidate experience right now is perhaps one of the major contributors to determining if your company's employment efforts are successful or even if they totally fail.
A prolonged, complicated, or emotionally cold hiring process definitely ends up costing you more than just an employee. You lose money and time and also end up damaging your brand's reputation.
A well-executed hiring process, to a large extent, will leave a very positive impression on the potential candidate. Although the candidate might not be selected, she or he will surely think that your company is an employer that deserves to be appreciated based on respect shown to the candidate through a dignified process.
This has become really apparent in highly competitive job markets like the Middle East. Recruiters in Dubai are currently observing that top international talents require not only a fast, transparent hiring process, but also a modern one. Dubai is a rapidly growing town, and companies here are getting bigger and bigger by leaps and bounds.
Therefore, local recruiters have decided to pay much attention to communication, keeping the candidates in the loop on every step, making communication straightforward, and giving the candidates the picture of what's going to happen early.
When the matter is short-term jobs or project-based work, the pressure from the outside becomes even tighter. Since the livelihood of a contract recruitment agency depends on how quickly they can match the top talents with available positions, their business is quite volatile.
Speed is a big factor for hiring a contract worker. Those agencies that operate in the contract staffing field have come to learn that they must give their contractors respectful treatment, pay their dues in time, and do the paperwork as simply as it can be done in order to guarantee that they will be a contractor's first option whenever needed.
You don't need to buy fancy tools or spend a lot of money to keep your candidates happy. Just treat them as human beings!
Don't require candidates to upload a resume and then manually input the exact same information through ten different fields. Get them to spend no more than five minutes on the initial application.
One of recruiters' worst nightmares is being out of contact ("a black hole") for quite some time. If you are delaying your decision, let them know that it will not take much longer. Send a short e-mail message saying you are still reviewing and will come back to them next Thursday. A small act like this will build you a trusty relationship with them.
If the candidate made the effort to interview but got rejected, don't write a generic rejection letter. Provide them with 1-2 useful and positive remarks as feedback. Your transparency will make them thank you, and this positive feedback will leave a strong impression on them.
Delivering a faultless employee engagement path is not only costly but also requires a lot of patience and the best of your people. Your team members have got to communicate with candidates, process their visa requirements, or do the right kind of background checks.
Why don't you leave everything to people who are specialists in this field? Choose TASC Outsourcing as your contract staffing solution provider in the competitive GCC market.
From talent attraction, screening, and onboarding to payroll compliance, we take care of everything so your new hires can fully concentrate on their role, knowing their experience was pleasant, professional, and respectful. Ready for a total revamp of your hiring process? Give us a call to TASC Outsourcing today to get the right candidates for your organization.
The biggest complaint is "ghosting," when a hiring company ceases all communications after an interview or a job submission. A job applicant usually requires a definitive response to be satisfied with an answer being "no."
The first step should be the shortest phase of the whole process, lasting less than 5 minutes. You can also ask for more details or samples of work when you are sure you want them.
Absolutely! Candidates are so unhappy when the recruiting phase is bad that they often tell others online, using social media and job portals like Glassdoor. An awful online reputation scares off potential candidates who are still in their consideration phase of the decision.
Because of the urgency to quickly assign qualified personnel, contract recruitment agencies prioritize two aspects: fast and transparent onboarding. They have their processes such as visa application, investigation, and preparation of contracts well organized, and in that way, things keep going along the lines.
Sure thing! Automated communications can confirm the receipt of a job application or arrange the interview date(s). However, after a candidate has attended an interview, communication should be personal and handled by a human.