Candidate Experience post Covid 19

Organisations with Early Talent or Apprenticeship programmes understand that candidate experience is an important part of the hiring process. Bad candidate experience can impact negatively on your brand. Studies show that candidates who undergo a poor hiring journey are considerably less likely to buy from that business. They are also highly likely to tell their friends about their experience and WOM opinions are more important than ever due to social sharing.

However due to the Covid-19 pandemic, managing candidate experience and ensuring the quality of service delivered has become more complex. Uncertainties for many employers include; when or even whether their programmes will be running, the need to move away from F2F recruitment phases with candidates, managing how employees have a ‘real’ onboarding experience and when for many their very first role will begin with them working at home rather than in an office environment. All of these concerns have added pressure to recruitment teams over the last 12 months.

Our top tips to implement when negotiating these challenging times are:

1. Plan for future programmes

With widespread uncertainty for a large number of sectors you may not be recruiting right now. However, do consider opening a ‘register your interest’ function on your website for interested candidates looking at future roles. Have a think about what they are going to find and allow them to register their interest so that you can capture details and be in touch once the roles open.

2. Keep communication lines open throughout the whole process

This is absolutely key. As highlighted by Stephen Isherwood, CEO of the Institute of Student Employers, in our recent Bitesize video apprentices are saying whilst they appreciate things are uncertain, regular communications are imperative. Even if the communication is just to say – ‘We still aren’t sure when we will have definitive information’. We would recommend being in touch with your candidates fortnightly where possible. You could even send them links to relevant industry news stories so they feel included in business updates.

3. Extra support for your candidates

With changes to the traditional recruitment process evolving as a result of the pandemic, particularly a move to video interviews which can be intimidating for candidates, look at how you can offer additional support. This can be as simple as sending them hints and tips for the application process or practice links to psychometric testing and video interviews.  

4. Consider adjusting your current pre-boarding plans

Ensure you have a solid pre-boarding plan in place to cover the time between offer and start, specifically designed around remote working. This could include introducing new starters to a buddy who can support them with any queries and concerns, or hosting a virtual event with their new team as WFH can be quite isolating. Even just sending a welcome pack through the post can help a candidate feel part of the work ‘family.’

Cohesion offer a range of bespoke options to support with your Early Talent requirements from a complete campaign service to individual modules such as candidate attraction or pre-boarding. Please feel free to get in touch to find out how we can support and add value to your early talent programmes.

Cohesion also hold events throughout the year sharing best practice early talent recruitment ideas and case studies. If you would like to join our mailing list to receive information about these, please sign up below.