When the goal is to find the right person for the job, everything comes down to the candidate’s experience. The applicant’s experience during the hiring process includes all potential perceptions, feelings, thoughts, and emotions. The ideal experience for the candidate is what the IT recruiter’s job is all about.

Taking advantage of technology

The first step is to acquire the appropriate technology for candidate screening. IT recruiters should think about using an applicant tracking system to help process massive amounts of resumes. The employment process can be enhanced by some of the most recent technologies. AI, robotic process automation bots, and video interviews are a few examples.

Platforms like Skype, Zoom, or Teams might facilitate a quicker procedure. Online interviews are a terrific method to move the process forward more rapidly and keep in front of top candidates before they move on to other chances.

Customised communication

Applicants do not connect with generic content. ITRs should personalise emails with recipients’ names, position titles, and referrals’ names. Using a template helps keep recruiters organised and ensure that the proper information, such as the stage of the hiring process, is filled out. For better response rates and to keep in front of applicants, recruiters can automate follow-up emails.

Simple applications

Candidates should find it simple to complete each step of the application procedure or it will discourage them. Instead of asking applicants to upload their resumes and complete application forms, just ask them to choose one. Additionally, if candidates can’t finish the application in one sitting, let them store their progress.

Additionally, recruiters must guarantee that all candidates can access the application process. In order to accommodate users, websites and applications should contain alternate text, closed caption movies, and content presented in a variety of ways. For people with disabilities, assistive technologies can simplify the application process.

All feedback is valid

Giving feedback, whether it’s positive or negative, is crucial. The applicant can learn how to develop the necessary skills for the next interview or feel good about their engagement. Reaching out after the interview will enhance the candidate’s experience. In order to improve recruitment for future candidates, recruiters should send candidates a satisfaction survey to identify areas for improvement and what the business does well. By requesting comments, a business communicates that it is receptive to ideas, which can enhance its reputation.

Don’t forget to let people know about your choice of candidate. If candidates don’t get a response in any way, the company’s reputation may suffer. Continual communication can maintain candidate interest. Frustrated workers might write unfavourable comments on websites like Glassdoor, Yelp, Vault, and Indeed that prospective employers will see. Even if someone isn’t the right match for the job at hand, they can be a fantastic possibility for a different opening down the road. Inform them that you will keep their résumé on file for any open roles in the future and invite them to get in touch if you learn of any additional openings.

Give those who weren’t chosen feedback, such as that they required more training or experience with a particular tool. It can enhance the candidate experience, but few companies take the effort to offer this feedback.

The final step

It’s time to fill the gap between the final interview and the onboarding process once a candidate has been chosen in order to make the hire feel like a member of the team. The candidate might change their minds or get more job offers during this period. To keep people interested, stay in touch and offer updates. Send the first-day checklist. Before they begin, keep them interested by distributing corporate products or hosting online team interactions.

The onboarding is an essential component of the candidate experience. Before the visitor arrives, businesses should make all required arrangements. Hold a meeting with the entire team to go over the new hire’s first-day procedures and to decide how to make them feel welcome. Online software can handle administrative tasks like benefits, training, and other documentation, giving the recruiting manager or recruiter more time to handle the more intimate aspects of onboarding like executive introductions, office tours, and team introductions.

At PrimeIT Spain our IT Recruiters strive for positive candidate experiences every day. If you think you’ve got what it takes to be a part of this team of eximious choosers, take a look at our careers page and send us your CV!