--- title: 6 tips to optimize your candidate experience in 2018 description: With the war for talent intensifying, the candidate experience is paramount! Here are 6 tips to improve it in 2018. image: https://inbound.lasuperagence.com/hubfs/images/pexels-photo-94849.jpeg --- [![Logo La Super Agence](https://inbound.lasuperagence.com/hs-fs/hubfs/lasuperagence-web.png?width=291&height=50&name=lasuperagence-web.png "Logo La Super Agence")](https://www.lasuperagence.com/) - [IA et Marque Employeur](https://lasuperagence.com/gen-ia-marque-employer/) - [Nos publications](https://inbound.lasuperagence.com/nos-publications) - [Inbound Recruiting](https://inbound.lasuperagence.com/inbound-recruiting-guide-definition) - [Blog](https://inbound.lasuperagence.com/blog) - [Contact](https://inbound.lasuperagence.com/fr/landing-page-2024) # Blog Ideas, advice, news ![Sarah Mouton](https://inbound.lasuperagence.com/hubfs/Cartoon_Sarah_Mouton.png) [Sarah Mouton](https://inbound.lasuperagence.com/en/blog-agency/author/sarah-mouton) --- 29 September # 6 tips to optimize your candidate experience in 2018 HR invests a lot of time, resources and energy in improving the **employee experience**. Indeed, what would be the point of trying to acquire new talent when the talent you have doesn't stay? Nevertheless, it wouldn't do to neglect the [candidate-experience](https://inbound.lasuperagence.com/blog/infographics-figures-candidate-experience) because it's partly what your future hires, and therefore your growth, are based on. How do you achieve this? Employees who are more fulfilled in their work are more productive and are absent less often, just as **pampered** and **challenged** potential candidates make better **talents** hired! By focusing on how you interact with candidates before they apply, you increase your chances of recruiting [better profiles](https://inbound.lasuperagence.com/blog/how-to-attract-rarer-profiles-inbound-recruiting-employer-brand). Very often, that path is through your online presence. The stakes are extremely high, as these two statistics from the [Candidate Experience Research Report](https://grow.hirevue.com/lp/offer/candidate-experience-research-report?_ga=2.203039825.1345278952.1516563461-1134461866.1516563461)  show: - 41% of candidates surveyed who had a bad candidate experience with a company said they were encouraged to go **apply to the competition** - 64% of candidates who had a good candidate experience admitted that they also had a better image of the company's **business brand** **The candidate experience is therefore not just an HR issue, it concerns the entire company.** ![The candidate experience issue goes beyond just HR](https://inbound.lasuperagence.com/hs-fs/hubfs/images/pexels-photo-94849.jpeg?width=700&name=pexels-photo-94849.jpeg "The candidate experience issue goes beyond just HR") *The candidate experience challenge goes beyond the HR framework alone* In 2018, how do you make the online candidate experience more effective? ## 1 - Get your foot off the "Apply" button Would you like to visit a commercial site filled with "Buy" buttons? Probably not. The most qualified people for your position are often [passive candidates](https://inbound.lasuperagence.com/blog/what-content-attract-passive-candidates-inbound-recruiting), who are not **immediately in the mindset** to apply (which would often mean, for them, switching companies).  The ubiquity of **calls to action** (CTA) to **postulate** effectively rules out the possibility that one might visit a career site for information, at least initially. A successful candidate experience involves putting forth **quality content** and patiently weaving a **relationship** between the **passive** candidate and the [employer brand](https://inbound.lasuperagence.com/blog/neuf-problems-responsible-employer-brand-and-solutions). The relatively long duration of this process is often referred to as [Slow Recruitment](https://inbound.lasuperagence.com/blog/slow-recruitment-inbound-recruiting). ## 2 - Make the application process more fluid For every ad published, recruiters often receive a **avalanche of applications**. The reflex of some professionals is sometimes to **complicate** the application steps in order to **discourage the less motivated**. [![Cliquez pour télécharger la checklist Inbound Recruiting](https://no-cache.hubspot.com/cta/default/1753382/23e39d05-8238-4483-bf8b-b438b9b02176.png)](https://cta-redirect.hubspot.com/cta/redirect/1753382/23e39d05-8238-4483-bf8b-b438b9b02176) While it's legitimate to test the engagement of your candidates, an obstacle course **doesn't work well in the long run**, especially with [passive candidates](https://inbound.lasuperagence.com/blog/what-content-to-pull-passive-candidates-inbound-recruiting). Inversely, make it easier to convert your traffic by using methods like [progressive profiling](https://inbound.lasuperagence.com/blog/progressive-profiling-to-skill-your-leads-inbound-marketing) and ask your visitors to identify themselves as talent rather than candidates specifically responding to a job posting. ## 3 - Customize the application steps based on the profile you are looking for ![250 resumes for one candidate. Customize the application submission to better filter applications.](https://inbound.lasuperagence.com/hs-fs/hubfs/blog-files/Plan%20de%20travail%2015.jpg?width=3653&name=Plan%20de%20travail%2015.jpg) ###### Save time and customize the application submission to better filter candidates. When a graphic designer applies for a job, they should be able to submit their portfolio as an attachment to their resume. A salesperson will surely want to list the revenue they generated while a software engineer will want to add the url of the sites or apps they developed. To enable visitors matching your Candidate Personas to **showcase their expertise**, provide the necessary tools. ## 4 - Offer a serious but fun test to your applicants You can use your TTY to **automatically send a message** to everyone who applies asking them to submit a sample of the work they are most proud of. Only those who respond will be able to move on to the next stage of recruitment. For example, The Super Agency offered a [quiz](https://4screens.net/e/5956a2433b0330010046adef?__hssc=23373221.2.1512467136455&__hstc=23373221.aa1f0bd18c25f104b2ee89fdeddbbd8f.1455276031460%20.1512463328242.1512467136455.888&__hsfp=274435847&hsCtaTracking=a7520c0d-53ac-4fbe-9542-384c8f4fb9fd%7C8b62f061-bc40-498e-b4f1-1fad2e81f649)to candidates wishing to join our team. ![The Super Agency Selection Test](https://inbound.lasuperagence.com/hs-fs/hubfs/captures%20%C3%A9cran%20/Test_talents.jpg?width=700&name=Test_talents.jpg "The Super Agency Selection Test") *The Super Agency selection test* For information, only 20% of our candidates obtained a sufficient score (in this case 16/20) to be called for an interview - not counting all the people who gave up in front of the requested exercise. Thanks to this method, we were able to identify "super agents" who were **motivated** and **performing**! ## 5 - Launch micro-sites by job Instead of posting ads by position, choose instead to create a **microsite** by business (IT, sales, finance) and describe the imperatives and challenges of working within your organization. Propose that candidates submit a **pre-application**, the machine will then do the work of *matching* with positions that best fit the candidate's profile, personality and interests. Axa is a good example of innovation(s) on this front. On its [career site](https://recrutement.axa.fr/developpement-commercial), the world leader in insurance offers both to apply through the traditional route or to identify the job that matches the candidate's expectations thanks to a dedicated form. ![Axa's career site](https://inbound.lasuperagence.com/hs-fs/hubfs/Screenshots_exemples/Axa-commerciaux.jpg?width=770&height=618&name=Axa-commerciaux.jpg) *Axa's career site guidance tools* In addition, a visitor can sign up for a meeting schedule to better plan their interview. To recruit salespeople for its distribution network, Axa is therefore equipping itself with several powerful identification tools. ## 6 - Talk less about jobs and more about careers So few original job postings are read that the few that do stand out are usually posted on LinkedIn with a comment "*Why don't we read more like this!"*. Other than the form, the habit of operational people to describe a job description with the fiery passion of a recipe sometimes leaves one speechless. It is more useful to describe the challenges of a mission rather than the tasks to be accomplished. Explaining the **meaning** and the **importance** of a role within an organization will make more sense of what is expected of the candidate. Here's how you can challenge candidates to attract only the best and most motivated ones! [![New call-to-action](https://no-cache.hubspot.com/cta/default/1753382/f8a8c2c0-e397-46e4-8635-23368541daf5.png)](https://cta-redirect.hubspot.com/cta/redirect/1753382/f8a8c2c0-e397-46e4-8635-23368541daf5) Do you have any other ideas for improving your candidate experience? Topics: [Inbound Recruiting](https://inbound.lasuperagence.com/en/blog-agency/tag/inbound-recruiting), [Candidate Persona](https://inbound.lasuperagence.com/en/blog-agency/tag/candidate-persona), [Page carrière](https://inbound.lasuperagence.com/en/blog-agency/tag/page-carrière), [Expérience candidat](https://inbound.lasuperagence.com/en/blog-agency/tag/expérience-candidat), [Guerre des talents](https://inbound.lasuperagence.com/en/blog-agency/tag/guerre-des-talents), [Site carrière](https://inbound.lasuperagence.com/en/blog-agency/tag/site-carrière) - - - - [mailto:?subject=Sehenswert:%20https://inbound.lasuperagence.com/en/blog-agency/experience-candidat-2018%20&body=Sehenswert:%20https://inbound.lasuperagence.com/en/blog-agency/experience-candidat-2018](mailto:?subject=Sehenswert:%20https://inbound.lasuperagence.com/en/blog-agency/experience-candidat-2018%20&body=Sehenswert:%20https://inbound.lasuperagence.com/en/blog-agency/experience-candidat-2018) ## Related to this article [![](https://inbound.lasuperagence.com/hubfs/barbenheimer%2c%20qui%20recruter.jpg)](https://inbound.lasuperagence.com/en/blog-agency/barbie-oppenheimer-management-business-recruiting) ## [Barbie, Oppenheimer : Who Would You Hire?](https://inbound.lasuperagence.com/en/blog-agency/barbie-oppenheimer-management-business-recruiting) [Read more](https://inbound.lasuperagence.com/en/blog-agency/experience-candidat-2018) by [Guillaume Vigneron](https://inbound.lasuperagence.com/en/blog-agency/author/guillaume-vigneron) ![Guillaume Vigneron](https://inbound.lasuperagence.com/hubfs/Cartoon_Guillaume_Vigneron.png) [Inbound Recruiting](https://inbound.lasuperagence.com/en/blog-agency/tag/inbound-recruiting) [![](https://inbound.lasuperagence.com/hubfs/DALL%C2%B7E%202023-02-20%2010.10.28%20-%20a%20group%20of%20people%20walking%20in%20a%20building%2c%20in%20corporate%20clothes%2c%20oil%20painting.jpeg)](https://inbound.lasuperagence.com/en/blog-agency/top-10-recruiting-trends-2023) ## [Top 10 Recruiting Trends for 2023](https://inbound.lasuperagence.com/en/blog-agency/top-10-recruiting-trends-2023) [Read more](https://inbound.lasuperagence.com/en/blog-agency/experience-candidat-2018) by [Guillaume Vigneron](https://inbound.lasuperagence.com/en/blog-agency/author/guillaume-vigneron) ![Guillaume Vigneron](https://inbound.lasuperagence.com/hubfs/Cartoon_Guillaume_Vigneron.png) [Inbound Recruiting](https://inbound.lasuperagence.com/en/blog-agency/tag/inbound-recruiting) [![](https://inbound.lasuperagence.com/hubfs/XP-can.jpg)](https://inbound.lasuperagence.com/en/blog-agency/10-things-you-ignored-about-inbound-recruiting) ## [10 things you ignored about Inbound Recruiting](https://inbound.lasuperagence.com/en/blog-agency/10-things-you-ignored-about-inbound-recruiting) [Read more](https://inbound.lasuperagence.com/en/blog-agency/experience-candidat-2018) by [Abigail Davies](https://inbound.lasuperagence.com/en/blog-agency/author/abigail-davies) ![Abigail Davies](https://inbound.lasuperagence.com/hubfs/portrait_abi250.jpg) [Inbound Recruiting](https://inbound.lasuperagence.com/en/blog-agency/tag/inbound-recruiting), ## Réagir # SUIVEZ-NOUS SUR LES RÉSEAUX SOCIAUX Rejoignez notre communauté ! - - - - - - ### Contact - [Nous contacter](https://inbound.lasuperagence.com/contact) - [Nous rejoindre](https://inbound.lasuperagence.com/talents) - contact@lasuperagence.com ### Nos services - [Inbound recruiting](https://inbound.lasuperagence.com/inbound-recruiting-guide-definition) - [Inbound marketing](https://inbound.lasuperagence.com/offre-inbound-marketing) - [ROI calculator](https://www.lasuperagence.com/roi-calculator) - Formations ### Presse - [Nos publications](https://inbound.lasuperagence.com/nos-publications) - Presse [![12](https://inbound.lasuperagence.com/hs-fs/hubfs/12.png?width=170&name=12.png "12")](https://www.hubspot.com/agencies/la-super-agence) © LA SUPER AGENCE.[Mentions Légales](https://inbound.lasuperagence.com/mentions)