Lessons To Pick From Customer Experience To Improve Candidate Experience
Apr 19, 2021
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A saying goes “A happy employee makes the customer happy”. A good organizational culture brings great employee culture, which leads to great customer service. To build a great culture you need to hire the right talent. Having said that, the right talent predominantly means the candidates with the relevant experience and skillsets. But, there are many other factors that contribute to building a great culture of the organization.Brands are built not only with a good product but with the congenial and great work culture and the employees are the brand ambassadors of any organization. Creating this culture should be at the infusion phase of the employees. What are the steps to ensure a great candidate experience? I have tried to list down steps that might help you in improving your candidate experience:
Candidate Filteration: As mentioned in the introduction, there are multiple factors other than skills and experience which impact the culture of an organization. One of them is like-mindedness.
Based on the outlook and thinking of the founding team, you can get an idea of what are the personality traits they would be looking for to make a team. Candidates who can gel well with the way they think and perceive the growth and future of the company will stay involved in fulfilling the vision of the organization.
While shortlisting the profiles, put filters for such parameters along with the parameters for required skill sets. For example, you are looking for a team that is young, you can automatically reject the candidates who have experience of more than, let’s say, five years. People who can open to adapt new culture should also be hired.
Also, analyze the rejection data for skill-gap reasons. This will help in treating the like-minded rejected candidates with constructive feedback. Set the interview expectation right at the beginning of the process even if your hiring process is lengthy.
Treat your candidates like customers. You are the first face for the brand you are working with. How you deal with your candidates will give a sense of how they are required to deal with their customers, both internal and external customers.
Human resource is all about providing a human touch to the resources, both the existing and the ones you plan to hire. Providing that personalized feeling during the process of recruiting them gives the first impression to the candidate of the culture of the organization.
Induction and Training: Once the right candidate is hired, give them a welcoming onboarding experience by setting the right expectations and providing them the understanding of your culture so that they can adapt and adjust easily and quickly. This will give them a right at home feeling which will help them absorb and deliver the company vision as needed.
Every employee, irrespective of the department he is hired for, should initially be given a common training elaborating companies vision, rules, regulations, and other basic ideologies the company follows. This common training should be irrespective of the level that the employee is hired for.
On completion of the basics of the induction, comprehensive training related to their roles should be given. During this training, set the roles, responsibilities, and expectations clearly as this will be the right way of striking the right balance between the employee’s happiness and employer’s need.
Conclusion: The process of filtering the right profiles, following the complete recruitment cycle, providing the best onboarding experience, training them on roles, expectations, culture, etc. is a lot to give developers the right candidate experience. Automating the whole process by taking the help of technology and implementing the right tools like ATS and an effective HRIS from Workramp can ease the complete process saving a lot of time.
Tags: English