Employee and Candidate Experience: How to Link Them and Get the Best Results

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Photo by George Milton: https://www.pexels.com/photo/smiling-woman-reading-notes-from-notebook-6954170/

What’s the most common term you’ve heard about the recruiting process? Initially, you may have thought that was just a bunch of nonsense, but it’s rather important. Let me be the first to speak. Candidate experience and employee experience are two of my favorite recruiting and retention buzzwords. We’ve all come across these terminologies at some point or another. However, what exactly are they implying? What is their significance? What is the reason for the strong connection between them?

Starting with a description of these experiences, we’ll go on to some of the best practices and advice.

How do you characterize candidate experience?

Your applicants’ perceptions and interactions with each step of the recruiting process and each participant are critical to the success of your hiring process. It’s also what candidate experience is all about. It focuses on recruiting, sourcing, interviewing, hiring, and onboarding new employees in various ways. As a result, it’s a compilation of the applicants’ impressions of your company, its practices, and the individuals they’ve spoken to.

Despite the importance of this factor, just 32% of job seekers say they have had a favorable impression of the hiring process overall. Quite a few job searchers are irritated by this entire process, and it’s easy to understand why. So, be cautious with yourself. Consider the advantages you’ll get if you provide seamless and enjoyable encounters to people considering joining your squad, too!

What is the significance of the candidate’s experience?

You must admit that transforming job hopefuls into brand ambassadors sounds cool! It’s certain. But wait, there’s more. For various reasons, this phase requires a higher level of focus. So, why is the applicant experience so important in the hiring process? You need to know these three things:

A time- and cost-saving benefit. Reduced hiring times and expenses, as well as enhanced recruiting KPIs, all significantly influence the overall performance of your business.

Recruiting and retaining high-quality employees is a result of this policy change. In other words, it keeps your team from being tempted by other job postings and helps you avoid blunders and missteps.

It has the potential to improve your brand and reputation. So, do you understand what it means? A greater number of suitably qualified candidates, a smoother application procedure, and fewer damaged relationships with potential employees are all advantages of this strategy.

Job seekers and workers become advocates for a firm if they have favorable experiences. In this way, your company may stand out from the competition by having its name spread via the mouths of reputable professionals.

What exactly does “employee experience” imply?

As we’ve seen, candidate-focused recruiting has several benefits. But here’s the thing: once you’ve had someone’s attention, the competition for their skills isn’t over. The first step is to hire a specialized specialist. It’s time to concentrate on creating an exceptional employee experience after you’ve welcomed them to the company.

What does this term mean, exactly? From the moment an employee joins an organization until their departure interview, it’s all about their thoughts, ideas, and feelings. Or – during their whole lifespan. An employer’s interaction with an employee is referred to as the “employee experience” (EX). It also includes the cultural context and the procedures and initiatives in which each person will participate.

What is the significance of employee experience?

If a firm has trouble recruiting and retaining new employees, its future success is directly tied to the quality of the applicant and employee experience. Recruitment, retention, and employee engagement are all impacted by these two factors.

The first question is: How does EX affect your recruitment strategies and the results you achieve? Studies reveal that most job searchers are interested in what other people say about a potential employer. A prospective hire’s decision to accept or reject your offer of employment might be greatly influenced by websites like Glassdoor. So here’s a simple tip: make sure no former colleague is slandering you.

Improved employee retention is a function of both employee experience (EX) and employee engagement (engagement), as well as employee satisfaction (satisfaction). It’s a no-brainer that those that are driven and committed to their work will stay with you. They’ll also be far more effective. Keep up the excellent work throughout the customer’s journey by providing a flawless pre-boarding and onboarding experience.

The unbreakable link between the candidate experience and the employee experience

Everyone needs to understand that candidate and employee experiences may differ, even though they are closely linked. There is a lot of suspense in the first one! Applicants and those who have been referred wait for answers and more information. Initially, their resumes are processed, followed by a screening appointment, and finally, the interview is conducted in the manner described above. In the end, getting a job offer is the goal of any ambitious employee. What about new hires? They tend to think back to the perks and compensation that first drew them to the position in the first place. In addition, they are always on the lookout for new ways to improve their skills. One of their primary goals is learning new talents and expanding their knowledge. As a result, a thorough onboarding procedure is essential. 1 in 4 new employees opts to leave during the first three months of employment, according to a study. If you want to make things go well, ensure you understand the applicants and their preferences, keep your promises, and avoid the silly blunders many employers make at the beginning of a hiring process.

The most common error is a bad onboarding process.

If a new employee is hired, may the onboarding process begin before their first work day? Yes, very definitely! Furthermore, it’s one of the most effective ways to go about it. One of the most frequent errors firms make is not having a well-structured onboarding program. So, begin by establishing clear expectations and aligning them correctly. Then, make sure you have a good balance of learning and doing. Focus on belonging while you’re at it. Your new workers will leave your company if you don’t show them support and understanding from the start. Finally, remember that there are significant distinctions between interviews and real workdays. A little shove might go a long way for applicants who seem more comfortable and personable during an interview. Be aware of their needs and difficulties, and be supportive.

Mismatches between expectations and reality

According to several applicants, their day-to-day lives are quite different from what they expected. A wide variety of circumstances might lead to a gap like this. Occasionally, it’s okay if the job description and its most important criteria are wrong. Alternatively, the recruiter may provide the candidate with information significantly different from what the employer can provide in the real world. Finally, the company’s recruiting requirements might alter at any time throughout the process. Is there any way to prevent wasting time and risking disaster? Hiring managers may avoid this snare by planning and keeping their eye on the prize. Companies may also benefit from conducting peer interviews to highlight what the EX looks like from an insider’s perspective.

Is there a way to avoid these difficulties and get the right blend?

What’s the gist of this discussion? There is no easy method to recruit a new employee or fill a vacant job. A well-designed and well-executed onboarding process may have a significant and positive impact. In addition, putting it up needs more time and work. That’s the only genuine method for new employees to get their feet wet and learn about their responsibilities, team, and firm to start their careers. Recruiters and other HR members need to understand how critical it is to provide a smooth transition from applicant to employee. It is also important for mentors to accept their positions as leaders, mentors, and colleagues and to provide as much help as possible.

As long as you don’t have a whole recruiting and interview process packed with snobby, snotty, and other kinds of pretentious discourse (which is kind of like the truth, but no one’s ever completely there yet) – change that as soon as possible. Eventually, all the slick language and sweet nothings will be found and transformed into unfavorable evaluations. Get a fresh start and reevaluate your strategy.

Best practices and proven advice for both the employee and the candidate.

The importance of a thorough onboarding process should be clear to you now. Also, you’re no stranger to openness, and your new goal is to abide by its principles in everything you do, from recruiting to day-to-day operations. You’ll also want to keep an eye out for these other considerations:

  • Streamline and simplify the hiring process.
  • Make the application process as straightforward as possible by writing a clear job description.
  • Be upfront and honest about your firm, including its goal, culture, and what you’re prepared to do for the community.
  • Ensure that applicants are guided through the whole employment process and that they are not abandoned or forgotten.
  • Establishing a positive interview experience is the ultimate goal of interview preparation.

If you omit any of these processes, you won’t be able to build and connect the candidate and employee experiences. Start by looking at what your recruiters (or a recruiting firm you partner with) are doing to get the best candidates. Is there any equipment that they use? Do they have the ability to enlist the help of others’ passive abilities? Recognize that recruiting and employer branding are inextricably linked? Make the most of the abilities at your disposal by refining your strategy based on your findings. Then, focus on one aspect at a time.

Your success depends on the quality of your candidate and employee experiences.

It’s not that tough to connect CX and EX. It takes some time to build them up and form a strong relationship between them. However, it is a reality that neither can survive on its own. So, go to work on a comprehensive audit of your procedures. In addition, you should begin gathering input from potential workers and job candidates immediately. Don’t miss out on their advice and put it into action.