ATS: the best way to improve the candidate experience
Who has never spent weeks waiting for an answer after sending a CV or an interview? The phenomenon seems to become more generalized. Today, many candidates are dissatisfied with the way in which they experience the recruitment process. Many complain about the same things and when they are listening to them, these are often the same elements that return to their speeches: companies give them too little attention and time. Changing the candidate experience is to distinguish your business and offer it a better image. To do this, there is an essential tool: ATS.
The candidate experience: a crucial factor to improve the visibility of your business
What is a candidate experience?
This is how a business is perceived by a candidate. The candidate experience begins when the candidate reads the post sheet, and ends with the company's response (whether positive or negative).
The the ideas that a candidate will have with regard to the company for the duration of the recruitment process.
As asset .
Recruitment: contact points not to be overlooked
To give you a more precise idea of what the candidate experience has, these are some key points of the recruitment process to keep in mind:
- The announcement : Is it exhaustive? complete? legible ? How do you broadcast it? All these elements are important for the candidate.
- Maintenance : Is it by videoconferencing? by phone? in personal? In any case, this is an important point of communication. Perhaps the one that will best allow the candidate to get an idea of your business.
- Post-entretian relationship : not to be overlooked! As we have seen, most companies do not take this step into account. It is nevertheless necessary to show the candidate his interest in his candidacy.
- The communication phase : the period when you and your candidate exchange on the phone to set an interview, for example.
- Relocation end of the interview.
Treat image with candidates ! These are simple gestures, but which will have a guaranteed effect.
Bad frequent experiences that displease candidates
So can a candidate have a bad recruitment experience today? The causes are multiple, but simple to avoid.
Recruiters lack visibility on their interviews .
If rather impersonal recruitment processes . In summary, resulting in a bad self -esteem and difficulty projecting yourself in time!
Why take care of the recruitment process?
He the image of your business . After the Covid crisis, at the time of “Quiet quitting” and while a young generation asks to see its working conditions improving, the candidates are much more selective today.
even bad feeling with regard to a business , an interviewer ...
In recruitment process , the impressions that the candidate will have and share with his network will have an effect on the image of the company.
ATS: A real asset to boost the experience of your candidates!
What is an ATS?
Admittedly, responding in a personalized manner to each candidate would take a considerable time to each company, but it is for this reason that the ATS, a management software, is a real asset.
Leg for feel followed ! An ATS also allows the recruiter to have a more transparent relationship with the candidate, throughout the process.
How to use your ATS?
There are several tools that optimize the use of an ATS . The software has several effective features.
Thanks to personalized process tables, no candidate is forgotten. At the end of each interview, you can easily and quickly record comments on the candidate. The ATS also allows you to see very quickly which candidates awaiting an answer. This will allow you to respond effectively to all candidates!
Why does an ATS help give candidates a good first impression?
ATS is really the tool that makes the difference to give candidates a good first impression. Indeed, it will allow candidates to feel more followed. As we have seen, it is a detail that many companies neglect and which can make the difference!
The candidate will also feel more transparency in the process. Maximum 1 to 2 days after each interview, the candidate will receive an email to follow the steps of his candidacy.
During Healing the candidate experience is standing out.
Good practices to put in place right away
In order to improve the candidate experience today, these are simple practices to set up:
- Make your job offers more attractive. Attractive, neat, well -written job offers, will transmit your business values. This will give your business a good image of your business . You will appear as an interesting box, which gives rewarding and attractive tasks to its employees. It is important.
- When you contact the candidates on LinkedIn, APEC, the Pôle Emploi or any other network - take care of your approach and personalize the grip of the messages you send to the candidate, depending on his career.
- Be delicate when rejection of an application. You do not want the candidate to have a negative image of the company. It's about acting with tact . Notify the candidates if you do not hold their applications.
- Keep contact with the candidates you almost select! It is an asset to develop your network . Those who almost get to the end of your selection process undoubtedly have major capacities and qualifications. They may be future employees. Don't lose sight of them!
- Be transparent. Transparency will save you time! Indeed, being transparent on your business values and what you are looking for will allow you to recruit a candidate who meets your expectations, and who is really interested in the offer. Otherwise, you risk disappointing someone ... which would not be very profitable.
- Prepare the arrival of the new candidate. We must not skimp on onboarding. It is sometimes intimidating to integrate a new business and many may fear not finding their place. Preparing this upstream situation is decisive. You can also present the new employee to the team during his first day: this will allow him to feel more comfortable.
Treat rejection emails
You answer the candidate ! Rejection emails are very important to give a good impression on candidates who have not been selected. A good rejection can even bring you new very interesting candidates!
Do concrete feedback to the candidate . Use the notes recorded in the ATS to give it a constructive feedback-explain what was wrong and give it tracks to improve. Do not be too dry or evasive in your response. The more concrete you will be in the reasons that pushed you to refuse the candidate, the more useful your email will be.
He ask him for returns on the recruitment process by sending him a very quick questionnaire to fill out.
Conclusion
Today, with these tools available, companies can no longer afford to put the candidate experience aside, claiming a too time -consuming communication process! Indeed, the ATS is simple to set up, fast, and allows effective and transparent communication that will appeal to your candidates. And will improve the image of your box. In addition to the ATS, there are some good gestures, easy to implement, which will also make the difference!
