Research found that 86% of candidates doesn’t apply to a company with negative reviews on platforms like Glassdoor and Indeed.
What can you do?
Put yourself in your candidate's shoes via ‘mystery shopper candidates’ to get a true view on your job application process from candidate perspective.
Add the ‘minimum must-have criteria’ explicitly in the job description. The positive effect is dual: (i) increased quality of the inbound applications and (ii) crystal clear and efficient CV screening as your hiring team reflects upfront on the real must-haves
Organize the end-to-end recruitment process by asking varied questions in different interview rounds. It prevents candidates from repeating the same story and it allows you to explore different facets of the candidate. Templates and notes will add value to your decision taking process.
Smoothen the candidate journey by only requesting information you actually read, e.g. if your hiring team does not read motivation letters, it should not be mandatory for candidates. As such motivated candidates can showcase their strengths and motivation by going the extra mile.
Provide Closure to applicants who invest their time in interviews as minimum courtesy. Even when the outcome is unfavorable for candidates, the recruitment experience can be positive by offering constructive feedback, as this allows candidates to shine in future interviews with other organizations ✨.
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