During to the pandemic, most companies are expecting the talent market to shift from bring candidate-driven to employer-driven as the number of unemployed rises. However, it’s a mistake to think that employers do not need to be ‘candidate centric’ or concerned with the candidate experience.

Even though there is more unemployment, employers have not actually seen the number of applications increase. Nor has it become, faster, easier or cheaper to fill roles. Uncertainty is causing candidates to be extremely cautious right now, so employers need to roll out the red carpet to entice them to apply.
Candidates are very carefully evaluating all their job options and before selecting which companies they want to work for.

So the talent war continues and employers and HR managers need to work hard to grab the best talent. They put in their best efforts and make strategies to become the first one to connect to the candidates. And this can be done by providing a positive candidate experience.

During the recruitment process, HR managers and recruiters go through four different stages. In every stage, they have the opportunity to achieve maximum ROI on candidate experience.


1. Engaging Candidates

Approach your candidate database in such a way that they should always think of you while changing their job. Having an effective employer brand can enhance the candidate experience.

During COVID, employers are ensuring to keep their employees stay positive while working from home. They are conducting regular social meetings and are concerned with their well-being. These are the signs of a good employer brand. The same approach can be used in your application process to show the candidates that you care for them.

Having an effective ATS in place will help you to:

  • ensure that the candidates can apply for a job with a single resume upload
  • set up automated notifications for candidates
  • use checklists, templates, and reports for an easy onboarding process


2. When Candidates Visit Your Career Page but Do Not Apply

One of the reasons candidates do not apply for your job is lengthy application forms. Candidates, especially Gen Z, like to submit their applications instantly. When the system asks them to fill in their resume details again even after uploading their resume, it annoys them, and they leave your website.

26% of candidates’ top complaint is the process took too long

A resume parser like RChilli can solve their challenge by shortening the application process. The candidates can upload their resumes, and the parser will automatically populate the data fields by extracting information from the resume. As a result, the candidates can apply on the go.


3. Approaching Passive Candidates

Another effective method of finding the right candidate is remarketing to passive candidates. You can utilize your own talent pool lying in your ATS. All you need is structured candidate data that can help you find the perfect fit.


4. When Candidates Send Their Resumes in Email

Do you miss out on relevant resumes just because they are hidden in your emails? For example, in a job fair, candidates find it easy to send their resumes directly to your email. It’s practically impossible to find out and read every single resume sent to your email. However, HR technology can extract data from resumes in emails and convert them into a structured format. As a result, you can find the perfect candidate.

It is advisable to invest wisely in the candidate experience. An Employee Experience Platform, such as InFlight, can help you create an amazing candidate experience using your ATS.


About the Author      

Navjot Kaur is a Senior Creative Writer at RChilli. RChilli is the most trusted partner for Parsing, Matching, and Data Enrichment Market for Global Recruiting Platforms. Its clients are ATS, job boards, and enterprises who need the ability to parse large amounts of resumes/jobs in a scalable manner. They get perfect candidates quickly by using its automated parsing, matching, and scoring system.

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