Candidate Experience Questions: 5 Things Recruiters Want to Ask

Candidate Experience Questions: 5 Things Recruiters Want to Ask

Mike Roberts

Research shows almost 7 in 10 candidates spend up to two hours researching the company they’re applying to. This is indicative of the transformation in recruiting that’s been brought on by the internet, and accelerated by mobile technology. And now, with so much power at the fingertips of today’s job seekers, the incentive to deliver a standout candidate experience has never been stronger.

This was the focus of our recent webinar with Talent Culture’s Meghan M. Biro. She discussed in detail the benefits of a mobile-first recruiting strategy, the obstacles laggard companies are facing when it comes to attracting talent in a mobile era, and a case for building a consumer-oriented candidate experience. For those who missed the webinar, you can view a recording below:

Toward the end of the presentation, we got an influx of candidate experience questions via chat and Twitter. And we wanted to take the time to answer them here on our blog. Here are five of the best ones we received.

Candidate Experience Questions Answered

1. What are some things to think about for candidate experience that go beyond mobile?

Candidate experience has a wide breadth. We could spend lots of time discussing the candidate experience just on your career site, diving into all of the crucial capabilities you should be offering job seekers so they’re receiving that consumer-oriented experience. But it certainly goes beyond that. The candidate experience should be optimized from the top to the bottom of the hiring funnel. This means monitoring and improving the experience for job seekers before they get to your career site (social media, review sites, etc.) all the way through being offered a position (the interview process, visibility into the process, etc.).

2. How have you seen mobile recruiting impact results at various companies?

The absolute biggest impact we’ve seen is at companies that previously didn’t offer any option at all to apply on mobile. Once that avenue is opened up, in all cases the source of application broken down by device (mobile vs. desktop) starts to shift dramatically. We have some customers that now receive tens of thousands of mobile applications every month, when previously they had zero simply because it wasn’t an option. The typical bump in their total number of applications after deploying a mobile apply solution is indicative that many of these job seekers would have not applied for these positions otherwise.

3. What are some significant consequences you’ve seen for companies that haven’t gone mobile?

There are so many consequences—but aligning with this presentation—one of the biggest is that without a mobile apply solution you’re not meeting today’s job seekers’ rising digital expectations. People expect the option to do everything via a mobile device, and when that option isn’t available it can be a huge turnoff (not just for job seekers but for Google, too). For example, imagine one of your job seekers going through most of an apply process on their mobile device, and then realizing they can’t complete it without going to a desktop. The likelihood that they’ll restart the process from desktop is slim to none.

4. We’re starting to think about upgrading how candidates search for jobs on our website. What are some things we should look for?

This is one of our favorite candidate experience questions. To deliver a consumer-oriented candidate experience, we’ve identified 9 specific attributes every careers site must have. They’re listed below:

  • Sleek, Responsive Web Design
  • Advanced Job Search Capabilities
  • Seamless Apply Flow
  • Socially Connected Referral Network
  • Integrated Talent Network
  • Relevant, Personalized Notifications
  • Search Engine Optimized Requisition Pages
  • Consistent Branding Across Webpages
  • Back-End Recruiting Analytics

This was the topic of our recent eBook—you can read about each of these capabilities more in depth here.

5. What do you suggest we could do to align with hiring managers on candidate experience?

Although hiring managers impact candidate experience in a number of ways, the interview process is probably the most top-of-mind for recruiters. By simply equipping hiring managers with some basic interviewing skills and best practices, this could help to make the interview process more seamless. Things that may be obvious to recruiters, such as not bringing your laptop into an interview, can be easily overlooked by professionals who don’t often interview people. Little things like this can have a collective impact on candidate experience which materializes in different forms like negative reviews on Glassdoor or in social media posts.

Did we miss anything? Feel free to leave any candidate experience questions in the comments below.

If you’re interested in learning more about mobile recruiting experiences and the differences between good and bad ones, read our new eBook, “10 Ways Your Mobile Experience Is Driving Talent Away.” A copy can be found by following the button below.

new candidate journey ebookcareer site assessment 2

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