Why a candidate-centric journey wins every time

Majic Post

Job searching is difficult when you’ve started your career already, let alone when looking to begin one. So, as a candidate, wouldn’t it be nice to receive a bit of support?

A fifth of our MAJIC model for apprenticeship recruitment focuses on ‘Journey’. And for good reason. Missing the mark on such a key process element WILL have drastic impacts on an organisation’s recruitment performance.

All too often this is the case, with many journeys suffering from a number of issues:

  • Lengthy application and interview processes – the requirement to click multiple times and fill in a variety of different forms, fields and profiles
  • Confusing journey – ‘click here to apply’ often doesn’t result in an application – disjointed redirects to different pages are a regular occurrence.
  • Lonely experience – many candidates have never been ‘here’ before yet are expected to understand the procedures for applying and interviewing
  • Lack of information – leaving out information on the employer brand, wage, application requirements and next steps looks suspicious and prevents informed decisions being made by candidates
  • Too much information – You’re expecting a candidate to read all of that for every vacancy they have to apply for?

The cure? Three clear and simple notions.

  1. A simple candidate process

Simple doesn’t have to mean basic. Your task is to include enough information in as little steps as possible. This way, candidates can make informed decisions about applying for your vacancy, followed by quick and easy progress through the recruitment journey.

Reducing the actions required to deliver the desired outcome will improve the candidate’s willingness to take part. In addition, a simplified journey gives the candidate the confidence to stick with their application, reducing the opportunity for doubt and drop off. We’ve seen something as simple as the following work:

Application without a CV – video interview – final interview

 

  1. Coaching and support to underpin the journey

Once the process has been perfected, the only question remaining is ‘what do candidates need to take part?’

Consider the fact that individual beliefs affect what roles candidates will apply for. Those that believe only specific ethnicities genders, backgrounds, or brain types can do a particular job are likely to avoid applying. If there is no one to tell them they are ‘good enough’ or ‘smart enough’, who will help them find the confidence to make it through the process? If they lack access to, or abilities with, technology, how will they even see the vacancies and know how to apply?

Supporting candidates is as easy as…

  • Running support and coaching events throughout their recruitment process
  • Virtual employability events
  • Pro-active personal candidate engagement
  • Pre-interview coaching calls
  • Post-interview video debriefing
  • Pre-boarding meetings

The list goes on and all play their part in building relationships, educating candidates and filling vacancies. Perhaps more importantly, they have been proven to positively address diversity and inclusion within the workplace too.

  1. A focus on quality and not quantity

 This approach works well when you aim for quality and not quantity. All too often, a simple process with support cannot be executed as many employers aim for a high number of applications as opposed to a focus on quality.

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Recruitment isn’t rocket science. It’s about relationships, not target numbers. It’s our purpose as early talent-seeking professionals to help candidates in every way we can to achieve their career aspirations and thrive. And we must strive to ensure this is done with diversity and inclusivity at the heart of every action – for fair an equal hiring. These are the reasons TheTalentPeople and GetMyFirstJob exists.

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