How can you improve your employer brand with a positive candidate experience?

Let's start with this: Every company should have one page on their website devoted to a step by step sequence of their hiring process. From: 1) Placing add on career website 2) Applications sent to designated recruiter to 3) Evaluation 4) Closing the loop, with an estimate of the time of each step. There should then be 4 paragraphs as follows: 1) If you're interested in working for us, but there isn't an open role do this..... 2) If you are wondering about your applications status do this.... 3) If you are trying to identify a hiring manager for a role do this.... 4) Do not do the following, they are a waste of your energy a) call constantly b) send repeated DMs to the recruiter c) send repeated DMs to the hiring manager.

From the initial application to the final interview, every interaction shapes a candidate's perception of your organization. Seamless communication, transparent processes, and timely feedback are the pillars of a memorable candidate journey. Emphasizing the human element in recruitment not only attracts top-tier talent but also leaves a lasting impression on those who may not be a perfect fit at the moment. Remember every applicant is a potential brand ambassador. By prioritizing a positive candidate experience you not only secure the best talent but also build a reputation that resonates with values, professionalism, and respect. In the digital age, where information is easily shared, a positive candidate experience becomes a powerful tool

Based on stakeholder theory, we need to setup values for all stakeholders and job candidates and future potential employees are among them.

Améliorer la marque employeur avec une expérience candidat positive nécessite une communication cohérente et attrayante de la marque. Utiliser des plateformes de médias sociaux comme LinkedIn et Glassdoor permet de partager des témoignages d'employés et des histoires de réussite. Des outils de gestion de contenu comme Hootsuite aident à maintenir une présence en ligne cohérente et planifiée. La mise en œuvre d'une stratégie de marketing de contenu, à travers des blogs et des vidéos, permet de transmettre efficacement les valeurs et la culture de l'entreprise. Enfin, l'adoption de systèmes de feedback aide à améliorer continuellement l'expérience et à ajuster la communication de la marque employeur.

After placing job candidates on a group of stakeholders theory, then we need to build specific value frameworks for communicating our values with each group. It should encompass all direct and indirect interactions from “before application” to “after result announcement”.

In my opinion, here, one key point is very important for the the interest of employer branding and that is: “the candidates should clearly be aware their position in the application process”; they need to know what steps they should take to finish the process, were is their current position and how many steps is remaining.

Personalization always work. But, the quality and quantity of the related strategies should be set up based on the vacancy and the job. Here, many models can help to distinct between occupations. For example: HR architecture.

Here, informing the candidates about the changes that have been made based on their feedbacks, is also important. It is the impactful way to value their feedbacks. I name it “feedback to the feedbacks”.

On an average ,companies of mid to large size get around 30-100 K applications a year of those hardly 1% -2% get finally placed .Remaining 99% have a potential to be a customer depending on their recruitment experience.Imagine if this is an Airline,Hospitality,BFSI sector that is a huge loss . Candidate experience should be part of companies top strategies actually . To do: -leverage AI and tools to provide self help to Candidates . -Engage with them at all the touch-points & feed in helpful information e.g once candidate applies you should provide a candidate guide which talks about interview process & expected steps and timelines . -Think of candidates as potential hires or influencers therefore ensure white glove experience .