Ways to Improve the Candidate Experience

Recruitment is a two-way street. Companies are definitely being thoughtful into what they anticipate when looking to fill a vacant position; they also need to consider the recruitment process from the other perspective than that of the candidates who are applying.

Many companies are failing to do this and as a result, risk losing talent in the early application stages. The application process “often or sometimes” has a negative effect on their opinion of a company. So, with candidates being more active than passive, what are some of the key things to consider when it comes to their experience?

1. Recruiters need to put themselves in their shoes.

It can be a good idea for recruiters to think about whether they would want to apply for the job themselves. It would be motivating to see how many of them would stick the course, mainly during more extensive processes.

2. Use of technology.

Machines and computers now have an increasingly significant role in talent sourcing. There are of course some benefits to this; automation can save company’s time and money and interactions with applicants can be easily managed. Applicant tracking systems are helping greatly to achieve the automation objective of candidates as well as hiring teams.

3. Go mobile.

Smart phones and tablets have become major influences in today’s society, so recruiters would do well by adapting this medium into account when planning their strategy.  If companies continue to ignore this trend, there’s a good chance they will miss out on high level applicants. Today’s younger generation in particular expect more from recruiters, including a focus on digital and a well-organized recruitment experience.

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How To Master Applicant Tracking Systems

Applicant tracking systems do not decide who gets interviews but they do play an important role. Here are five ways to make resumes stand out. There's this perception that resumes will be vetted by a computer, so if they do not list the keywords and skills that the company is looking for, they may not get a call. While the systems alone does not determine who gets an interview and who does not, they still play a role in your job search.

1. Understand how applicant tracking systems work: Businesses rely on the systems to streamline recruiting, organize candidates and help with compliance requirements. Screening questions that many of them ask will vet whether some candidates are physically capable of performing a job, if that is a requirement.

2. Be smart with keywords: It is common to see resumes that are infested with keywords such as "Team Leader / Manager" because candidates want to increase the odds that the tracking systems flag their resume as a potential match. This method often backfires though. Using keywords is a good idea, but overusing them or misleading potential employers is a practice that is usually frowned upon by recruiters.

3. Adhere to proper format: Applicant tracking systems feature parsing technology that divides resumes into different fields, like skill set, education and experience, to make them easier to search. It is important that you use standard subheads to make this information more searchable.

4. Creativity is good: Candidates were repeatedly disappointed after submitting a carefully designed resume to find that the system couldn't read it properly and converted it to a text file. Many candidates today still believe that resumes should be plain-vanilla but that is not true anymore.

5. Embrace mobile job searches: Searching and applying for jobs is no longer something people prefer to do from desktop or laptop: About 30% of job applications are now sent via mobile devices.

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