You want to give your candidates a good Candidate Experience. You also want to get as much information as possible, need important documents, and of course you thank them for their initial efforts. But, is that the right way to actually give them the best experience?
Data provides key evidence in making this choice. Which can mean going against your intuition, or deciding to take a different approach. Genuinely improving the process for candidates, to provide them with the best Candidate Experience online. By avoiding the biggest pitfalls.
Pitfalls: avoid these common mistakes
Curious about common mistakes made by many organisations? We’ve listed 3 for you below:
- Asking too many questions
- Immediately asking for documents
- Thanking instead of encouraging
1. Don’t ask too many questions right away
You want to find out as much as possible about your candidate. The aim is to establish a strong profile, which allows you get a good picture of who may be suited to a certain position. In order to establish the best match, which simply requires more information.
But, is it important to ask during the very first interaction? Imagine if we sent you a detailed list of 25 questions before we told you what we can do for you at Ubeeo. To find out what organisation you work for, the way you do recruitment now and what systems you use. Based on specific results and exactly what you would like to improve in them. Chances are slim that you will answer all those questions before we’ve had any form of contact.
Therefore, do not ask candidates too many questions. Even if you would like to get more information. Instead, harness the power of psychological commitment. Such as login screens that first ask you for the username. And only then ask for the password. This is an extreme example of asking not asking too much at once.
Once you take the first step, you are more inclined to take the second as well. So if you ask just a few general questions about the candidate? Then you’ll generally find that you can follow up with more questions after that. Because the candidate has taken their first step. And it is in our nature to want to continue.
2. Don’t ask for documents yet
More and more candidates are applying on mobile devices. Already more than 45% of all job applications are done on a smartphone or tablet. The large majority taken up by the smartphone.
We prefer to apply for jobs on the move, either on the road or sitting on the couch with our smartphones. The screens have gotten bigger, they have excellent mobile browsers, and there’s no need to switch on the computer.
So what is the main drawback? Not that many candidates can access their CVs with mobile. The PDF is stored somewhere on their computer’s hard drive, so uploading from a smartphone is out of the question.
Don’t ask for documents like CVs or cover letters just yet. And if you still want to provide the option? Make it a voluntary field, this allows candidates to complete the application later. This prevents them from not being able to continue the application, which would cause the Candidate Experience to collapse like a house of cards.
3. Don’t thank, but encourage
Has the candidate completed the first step, answering the limited number of questions? You naturally want to thank them for that, to show that you appreciate the effort.
However, it turns out it is important to go against your intuition at this point. By not thanking the candidate for the effort made. But by encouraging them to take the next step. By answering the following questions, scheduling an appointment or uploading a document, for example their CV.
A thank you message after the first step doesn’t particularly motivate individuals to take the second as well. We like our choices and our behaviourto be confirmed, it’s the only way we can proceed after that. Only when we receive a reward, appreciation or recognition, do we exhibit the behaviour again.
Congratulate or compliment the candidate on taking the first step. By indicating that they’ve done a ‘good job’, taken an ‘important first step’, or are ‘on the right track’. This encourages and motivates moving forward. So you can ask the following questions, schedule an appointment or expect the resume soon.
Good Candidate Experience: remove hurdles
Offer the best Candidate Experience? Take away important hurdles, by not asking too many questions early on and not requiring the CV to be uploaded yet. And by considering dynamic use of language. For effective communication to your candidates.
Curious about our data-based experience? We are happy to advise you on the best Candidate Experience, which will make the most important hurdles disappear like snow melting in the sun. Contact us, we would love to hear from you.
