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By giving candidates the best candidate experience whilst they are dealing with you means that you are continually improving your employer branding. An interview is the best opportunity for a candidate to see your company and if the experience is good hopefully they will tell others. Candidates that have a poor candidate experience will most certainly share that news! 
1. Build Strong Candidate Relationships. 
Give your candidates the same attention that you give to your customers, and take time to not only build relationships with potential and actual candidates but also invest in maintaining these relationships. Connect with talent and you will enhance your employer branding. Be proactive rather than reactive when there is a recruitment need. 
 
2. Look at your Candidate Communication 
Candidates are looking for a transparency in the communication during the recruitment process. Enable communication to be bi-directional and engaging. Make it clear as to who is involved with the recruitment process and any delays that may occur and why. At the feedback stage ask candidates for their feedback on your process as well as offering them feedback on their performance. 
 
3. Invest in the Right Technology 
In the past technology involved in the recruitment process has been about improving efficiencies and reducing the administration time. Look for technology that is focussed on improving the candidate journey and improving the company/candidate relationships. Consider how candidates interact and engage throughout the process. 
 
4. Key information for candidates 
Make it easy for candidates to find out the key information that they need on your company, to help them with their decision processes. Have information on your website that profiles existing employees and showcases the opportunities that you have. 
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