Post by rabia994 on Mar 9, 2024 5:12:57 GMT -5
Candidate experience has a great effect on company image. If a candidate has a good experience, they will tell people, but if the interaction was not pleasant, they will tell . The candidate experience now takes on another dimension and it becomes essential for recruiters to keep it in mind throughout the entire process. The costs of ignoring it can be devastating for the future of the company and its competitiveness when it comes to attracting the best talent. Candidates become clients, whether or not they are hired One in five candidates who have had a bad experience take negative action. This translates into reviews or comments that end up reaching the company's clients and other potential candidates. The candidates become another client for the company , their salesperson will be the Human Resources area and what they must buy is the company and the benefits of working there. In , an Easyrecrue survey found that % of recruiters would invest in candidate experience if they had more budget . This has been possible in some companies, but not all. This makes recruiters invest more time in the attraction and selection process to ensure a good candidate experience.
We must remember that the candidate process begins from the moment they read the description of the vacancy, so we have to pay attention and think about the person even without having met them. The vacancy must describe: the position, objectives, mission, workplace (in-person, online or hybrid), benefits and emotional salary. Whenever possible it is advisable to put the name of the company and the salary. Salary can be an important element in the decision of whether or not to apply for a job . Not knowing until the end of the inter America Cell Phone Number List view can increase the chances of the candidate feeling cheated and mistreated in their interaction with the company. To improve the dissemination of vacancies, communication and the ease of continuing in the process, recruiters can use a tool like Pandapé that digitizes the most administrative parts, making the process more effective, greatly reduces hiring times and allows them to accompany the candidates in every step they take. What causes a bad candidate experience? In the first instance, % abandon if the process is very long or complicated . It is necessary that registration be agile and fast, without endless forms or having to upload the CV to multiple platforms. Use job portals to collect applications, such as CompuTrabajo , or use the software you have to link it with different sources to receive all the resumes in one place.
You will save time and problems of unification, downloading and updating. You can also use the referral program and upload the CVs you receive by mail to the software, so that they are added to the rest of the applications. If we continue with the causes of abandonment of the process, % of those applying for an offer do not receive feedback , % of the candidates consider that the offer does not correspond to the real position and % end up rejecting being part of the company because they didn't like the environment they found. Many companies cannot follow up because they do not have digitalized processes, so in some cases the first percentage increases and can reach up to %. It is only communicated to the person hired and not to the rest of the candidates who were still in the selection. With Pandapé you can send personalized and automatic messages at each phase of the process. Thus avoiding investing a lot of time in writing and sending emails but facilitating that feedback to the applicant. When the process is more advanced, the messages can be more specific and give more information about why you are no longer in the process or what the last steps are. Also, with the personnel selection software, the company can contact the candidates by WhatsApp, telephone or the CompuTrabajo chat. As talent managers we must facilitate communication channels in both directions.
We must remember that the candidate process begins from the moment they read the description of the vacancy, so we have to pay attention and think about the person even without having met them. The vacancy must describe: the position, objectives, mission, workplace (in-person, online or hybrid), benefits and emotional salary. Whenever possible it is advisable to put the name of the company and the salary. Salary can be an important element in the decision of whether or not to apply for a job . Not knowing until the end of the inter America Cell Phone Number List view can increase the chances of the candidate feeling cheated and mistreated in their interaction with the company. To improve the dissemination of vacancies, communication and the ease of continuing in the process, recruiters can use a tool like Pandapé that digitizes the most administrative parts, making the process more effective, greatly reduces hiring times and allows them to accompany the candidates in every step they take. What causes a bad candidate experience? In the first instance, % abandon if the process is very long or complicated . It is necessary that registration be agile and fast, without endless forms or having to upload the CV to multiple platforms. Use job portals to collect applications, such as CompuTrabajo , or use the software you have to link it with different sources to receive all the resumes in one place.
You will save time and problems of unification, downloading and updating. You can also use the referral program and upload the CVs you receive by mail to the software, so that they are added to the rest of the applications. If we continue with the causes of abandonment of the process, % of those applying for an offer do not receive feedback , % of the candidates consider that the offer does not correspond to the real position and % end up rejecting being part of the company because they didn't like the environment they found. Many companies cannot follow up because they do not have digitalized processes, so in some cases the first percentage increases and can reach up to %. It is only communicated to the person hired and not to the rest of the candidates who were still in the selection. With Pandapé you can send personalized and automatic messages at each phase of the process. Thus avoiding investing a lot of time in writing and sending emails but facilitating that feedback to the applicant. When the process is more advanced, the messages can be more specific and give more information about why you are no longer in the process or what the last steps are. Also, with the personnel selection software, the company can contact the candidates by WhatsApp, telephone or the CompuTrabajo chat. As talent managers we must facilitate communication channels in both directions.