"We'll call you back!!!".

This sentence alone symbolizes the bad candidate experience after an interview. Of course not, the rejected applicant will not be called back!

Not even to tell him or her that he or she will not be retained.

It's time for things to change, because this kind of behavior is detrimental to the oh-so-valuable employer brand!

The time for seduction

The candidate experience can be improved by using Inbound techniques

Engaging candidates with a unique experience is a critical employer brand task. The majority of candidates you will meet will not be selected for a position.

That can add up to hundreds of people a year. How they are dismissed will have a profound impact on your brand!
Remember from this infographic: 88% of candidates are likely to buy the product or service of a company that offered them a good candidate experience. The reverse is also true as one-third of applicants who are turned down after an application are willing to boycott the brand!

It is necessary for the candidate to get a rewarding experience out of the exchanges, no matter how far they go in the recruiting process.

In some cases, a candidate may have the right profile, but no position matches him or her at a moment T. Being able to make them an offer some time later will be much easier if their candidate experience has gone well.

To avoid the candidate feeling like they're just a number (and not a free man), there are a few pitfalls to avoid. Here are seven actions you can take simply to create a memorable candidate experience! 

1 - Make the application process lighter

Think about making the application process as simple as possible by offering, for example, the possibility to apply on mobile or via one's Linkdin account. You can also make use of e-Assessments platforms like cute-e. 

Don't force candidates to enter information about their experiences on your platform by hand, you'll definitely drive away the best ones!  

2 - Explain the course of the recruitment 

Giving a clear idea of the course of the recruitment is essential to offer visibility to the candidate. That way, they know what to expect at each step. The more transparent the process, the more the candidate will appreciate it.  

3 - Engage your employees

To help candidates in their choice, why not allow them to interact directly with employees of the company ?

Pathmotion, an integrated conversational platform that allows for exchanges about different jobs through an ambassador program, connects employees with future candidates. An excellent tool to try without delay! 

4 - Establish a permanent and personalized contact

Relying on your ATS is necessary when receiving large volumes of applications. But be careful that automation doesn't leave some candidates hanging. You can also manage email delivery from workflows with Hubspot.

It is pertinent to keep the applicant informed of the status of their case. Even if it's just to tell them that there has been no progress : give them a deadline, if you don't know more. It is equally important to avoid sending standard emails.

5 - Handle rejections with sensitivity

Only one candidate will be selected for a position. For all others, it will be necessary to explain that they were not chosen. For those candidates who did come in for an interview, a call is in order. For all others, a tactful email is recommended to leave a positive trail.

6 - Justifying the non-selection of candidates

A candidate who has interviewed and is not chosen will appreciate knowing why. A constructive explanation can help him improve for future interviews. Perhaps he needs to rework his speech? Perhaps they should consider training on a tool they are lacking? A recruiter who takes the time to give feedback on areas of improvement will leave a good impression on the candidate. 

7 - Organizing in detail the first day in office

Is your choice made? Has your ideal candidate been identified? All the more reason to strengthen the candidate experience!

To get off to a good start in a company, nothing makes you happier than to see that your arrival has been prepared. Organizing a meeting with all the staff at the beginning of the day for everyone to introduce themselves over a coffee - croissant would already be a good start. Who wouldn't feel welcomed in this way ?

If your company succeeds in building a positive image with candidates, including those who were not selected, then you will have gone a long way toward improving your employer brand.