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Revolutionizing the Applicant Journey: Strategies for a Solid Candidate Experience




As a hiring manager who has interviewed and hired hundreds of people, I have to admit that my approach has been less than candidate-centric at times.  When in need of employees, typically, all I’ve cared about is getting people hired ASAP so I can get my business running at full speed again.  This approach is certainly reactionary and less than ideal for me and especially the candidates.  As I have matured in my career, I have developed a more candidate centric approach.  This approach is the result of being on the other side of the equation and seeing how a bad candidate experience taints the applicant's view of the hiring manager and, ultimately, the company.  


In today's fiercely competitive job market, the journey a candidate embarks upon from application to hire isn't just a process—it's an experience that can define your company's reputation and your ability to attract top talent. With 75% of job seekers reporting that their candidate experience directly influences their perception of a company, the stakes have never been higher. Yet, navigating this journey is akin to walking a tightrope, where a single misstep can push a potential star employee toward a competitor.


The applicant journey gives a glimpse into a company's culture and the value it places on its most important asset—its people. We will look at ways to create a quality experience for the candidate, transforming it from a mundane process into a strategic advantage.


By diving into the strategies that enhance the applicant journey, we not only aim to look at the what and the how but also to illustrate the why.  Let’s lead with the why.  Why we should adopt a more applicant-centric hiring approach is simply because we are trying to find and retain great people that help drive an organization forward.  From streamlining application processes to leveraging the latest in HR tech, we'll explore how to create a candidate experience that accomplishes the why. 


Understanding the Applicant Journey

Let’s dive deeper into the applicant journey. We’ll lay the groundwork for the transformative strategies we will explore later. Understanding the applicant journey is crucial for any organization to attract and retain top talent in today’s competitive landscape. It’s not just about the steps candidates take from discovering a job opening to accepting an offer; it’s about the experiences and perceptions they have along the way.


Decoding the Applicant Journey

At its core, the applicant journey encompasses several key stages, each offering unique opportunities and challenges for engagement and improvement. This journey begins the moment a potential candidate learns about your company and continues through application, screening, interviewing, offer, and onboarding. Think of it as a narrative arc in which the candidate is the protagonist, navigating a series of events that will lead them to join your organization—or not.


Stages of the Applicant Journey:

  • Awareness: The candidate discovers your company and job opening.

  • Consideration: They consider whether to apply, evaluating how the role and company align with their career aspirations.

  • Interest: The decision to apply is made, and the candidate submits their application.

  • Application: The actual process of applying should be as seamless as possible.

  • Screening and Interview: The candidate undergoes evaluation, including interviews and assessments.

  • Offer and Acceptance: A job offer is extended, negotiated, and potentially accepted.

  • Onboarding: The candidate becomes an employee, beginning their integration into the company.

The Role of Candidate Experience

The candidate experience is the lens through which the applicant's journey is viewed, informed by every interaction a candidate has with your organization. It’s a critical element of the recruiting experience, influencing not only the decisions of individual applicants but also your company’s broader reputation in the job market.


A positive candidate experience is marked by clear communication, respect for the candidate’s time and effort, and a process that feels personal and engaging. Conversely, a negative experience can deter top talent and lead to adverse outcomes, such as negative reviews on job boards or social media, which can harm your brand.


Key Strategies to Enhance the Applicant Journey

Let's now look at actionable strategies that can transform this path into one that is not only efficient but also profoundly engaging for candidates. 


Strategic Enhancements for a Better Applicant Journey


Streamlining the Application Process

A cumbersome application process is the first major hurdle in the applicant journey. Simplification here is not just a convenience; it's a statement of how much you value the candidate’s time. Also, candidates are 38% more likely to accept your job offer if they experience a good application process. 


  • Optimize Application Forms: To truly understand your company's application process.  Challenge every hiring manager to run through it entirely.  This exercise will truly give you a glimpse into the initial brand perception of the applicant.  By reducing the length and complexity of forms and asking only for information essential at this stage, you will ensure candidates can apply quickly and without unnecessary obstacles.

  • Mobile-Friendly Applications: With the majority of job seekers using mobile devices to search for jobs, a mobile-optimized application process is no longer optional. It’s essential for reaching a wider audience and catering to their preferred methods of engagement.

Personalized Communication

The journey from applicant to employee is an uncertain time. Personalized communication at all steps serves as your chance to build initial brand equity.


  • Automated Yet Personalized Emails: Utilize automation tools to send timely communications, but ensure they're personalized to reflect the candidate's name, the role they've applied for, and other relevant details. This balance between efficiency and personal touch can significantly enhance the candidate's experience.

  • Regular Updates: Keep candidates informed at every stage of the process, even if it's just to say they're still in consideration or to provide a timeline for decisions. This transparency builds trust and respect, reducing anxiety and enhancing the overall experience.

Feedback and Follow-Up

Feedback is a gift, and in the context of the applicant journey, it's a gift that can boost your employer brand and candidate experience significantly.


  • Constructive Feedback: Whenever feasible, offer constructive feedback to unsuccessful candidates. This not only softens the blow of rejection but also provides them with value, potentially aiding their professional development.

  • Post-Interview Follow-Up: After interviews, a quick follow-up to thank candidates for their time and reiterate the next steps or expected timelines can make them feel valued and respected, regardless of the outcome.

By implementing these strategic enhancements, organizations can significantly improve the applicant journey, making it more efficient, engaging, and respectful of candidates' efforts. Such a journey not only attracts top talent but also fosters positive perceptions of the company, laying the groundwork for a strong employer brand and a loyal workforce.


Leveraging Technology for an Improved Candidate Experience


As we navigate through the strategies aimed at enhancing the applicant journey, it becomes evident that technology plays a pivotal role in reshaping the candidate experience. Leveraging technology not only streamlines processes but also introduces a level of personalization and engagement that we may not have time for as hiring managers. This section will look at how innovative tech solutions can be harnessed, increasing your ability to provide a great experience to each candidate.


Tech Innovations Focused on the Applicant

Technology integration in the recruitment process offers a couple of key advantages for companies.  Tech optimizes your operational efficiency while enriching the candidate experience.  Let's explore the recent technological innovations that are revolutionizing the applicant journey.


Automated Systems and AI

Artificial Intelligence (AI) and automation are at the forefront of transforming the recruitment landscape. These technologies can significantly enhance the efficiency and effectiveness of the recruitment process, from sourcing candidates to onboarding.  According to LinkedIn, 67% of hiring decision-makers appreciate the time-saving capabilities of AI. 


  • AI-powered Screening Tools: Implement AI-driven tools to screen applications more efficiently, identifying top candidates based on skills, experience, and culture fit. This not only accelerates the screening process but also minimizes unconscious bias, ensuring a fairer selection process.

  • Chatbots for Immediate Engagement: Deploy AI-powered chatbots on your career site to answer candidate queries in real-time. Chatbots can provide immediate, personalized responses to frequently asked questions, improving engagement and reducing drop-off rates during the application process.

Social Media and Mobile Platforms

The plethora of social media and mobile platforms has reshaped how candidates discover and interact with potential employers. These channels offer unparalleled opportunities for companies to connect with candidates on a more personal and engaging level.


  • Social Media Recruitment Campaigns: Utilize social media platforms to showcase your company culture, highlight employee stories, and advertise job openings. These campaigns can significantly extend your reach and attract passive candidates who may not be actively searching for job opportunities but are open to compelling propositions.

  • Mobile-Optimized Career Sites: Ensure your career site is optimized for mobile devices, offering a seamless application process regardless of the device used. This includes easy navigation, quick load times, and a streamlined application form that can be completed on the go.

  • Hold Open Interviews:  New technology like “Instant Interview” allows you to open up the interview process to anyone motivated enough to interview immediately.  This is a more inclusive process because the candidates are self-selecting and not relying on a human or ATS system with biases to choose who gets to interview. 

The Human Touch in Digital Interactions

While technology offers incredible benefits in terms of efficiency and scalability, it's crucial to maintain a human touch within digital interactions. Personalization is key—using technology to tailor the recruitment process to individual candidates can make them feel valued and seen, significantly enhancing their overall experience.


  • Personalized Email Communications: Use technology to personalize email communications at scale. Address candidates by name, reference specific aspects of their application, and provide relevant updates to their stage in the recruitment process.

  • Human Interviewing:  Automating the screening process using AI tools can get you in front of better candidates faster.  This also allows more applicants to get a chance to be seen in this step.  However, there will always be a place to make that human connection.  During the face-to-face interview, hiring managers get a sense of how candidates present themselves.  This human interaction is still an integral part of the hiring process. Using technology to automate some processes can allow more of this to occur faster.  

By thoughtfully integrating technology into the hiring process, companies can create a candidate experience that is not only efficient and effective but also deeply engaging and personalized. This approach not only positions your company as an attractive employer in the digital age but also builds a strong foundation for long-term relationships with potential talent, making every interaction count towards a positive perception of your brand.


The Human Touch in Recruiting

As discussed in the previous section, maintaining the human element in recruiting is still crucial. While technology undoubtedly streamlines processes and enhances efficiency, it's the human touch that truly elevates the candidate experience and fosters meaningful connections. In this section, we'll explore the delicate balance between technology and personal interaction, emphasizing the importance of empathy, understanding, and relationship-building in the recruitment process.


Maintaining the Human Element


Importance of Empathy and Understanding

In the fast-paced world of recruitment, it's easy to get caught up in the logistics and metrics of the process, overlooking the human beings at the heart of it all. 

  • Putting Yourself in Their Shoes: Empathy involves putting yourself in the candidate's shoes, understanding their aspirations, concerns, and motivations. By empathizing with candidates, recruiters can tailor their approach, creating a more personalized and compassionate experience.

  • Active Listening: Actively listening to candidates not only demonstrates empathy but also fosters trust and rapport. Pay attention to their concerns, questions, and feedback, and respond thoughtfully and empathetically.

Building Relationships Beyond the Interview

Recruitment shouldn't end with the interview—it's the beginning of a relationship that can have a lasting impact on both parties involved. Building meaningful relationships with candidates goes beyond evaluating their qualifications; it's about connecting on a human level and fostering mutual respect and trust.

  • Transparent Communication: Open, honest communication is the foundation of any successful relationship. Keep candidates informed throughout the process, even if there are delays or setbacks. Transparency breeds trust and demonstrates respect for the candidate's time and investment.

  • Personalized Follow-Up: After interviews or interactions, take the time to follow up with candidates personally. Whether it's a phone call, email, or handwritten note, a personalized follow-up message shows candidates that you value their time and effort and are genuinely interested in their candidacy.

Striking the Balance

While technology undoubtedly plays a crucial role in modern recruitment, it should complement—not replace—the human touch. By striking the right balance between technology and personal interaction, organizations can create a candidate experience that is efficient, effective, and deeply human.

As we navigate the ever-evolving recruitment landscape, let's not forget the power of human connection in shaping positive candidate experiences and building lasting relationships. After all, behind every resume and application is a unique individual with hopes, dreams, and aspirations—and it's our responsibility as recruiters to honor and respect that humanity in every interaction.


Measuring Success in the Applicant Journey


Evaluating the Impact

To truly understand the effectiveness of the strategies implemented to improve the applicant journey, it's essential to measure and analyze their impact. This not only helps in identifying areas of success but also highlights opportunities for further refinement.

  • Candidate Surveys: Post-application and post-hire surveys can provide invaluable insights into the candidate experience. Ask specific questions about each stage of the journey to gather detailed feedback.  Although only about 28% of applicants will complete a post-application survey, so you may have to get creative about how you deploy this if you want feedback. 

  • Time-to-Hire: Monitoring the time it takes to move a candidate from application to hire can indicate the efficiency of your process. A reduction in time-to-hire often reflects a more streamlined applicant journey.

  • Offer Acceptance Rate: The rate at which job offers are accepted is a direct reflection of the effectiveness of your applicant journey. A higher acceptance rate suggests a positive candidate experience.

  • Candidate Drop-off Rate: Analyze at what stages candidates are dropping off in the recruitment process. High drop-off rates at specific points can indicate areas needing improvement.

Real-World Examples of Excellent Applicant Journeys


Case Studies: Successful Applicant Journeys

Several companies have set benchmarks for creating exceptional applicant journeys. For instance:

  • Zappos takes an unconventional approach by offering a "no-questions-asked" return policy for new hires within their first year, emphasizing fit over retention at all costs.

  • Google has streamlined its application process, ensuring transparency and communication at every step, significantly improving candidate satisfaction and engagement.

  • Salesforce focuses on building a community for applicants through their "Trailhead" platform, offering an engaging way for candidates to learn about the company culture and values before even applying.

These examples highlight the diverse ways companies can innovate and improve the applicant journey, leading to enhanced candidate experiences and, ultimately, stronger employer branding.


Actionable Takeaways


Your Roadmap to an Enhanced Applicant Journey

As we conclude our exploration into the applicant journey, here's a quick recap of key strategies and a checklist for implementing improvements:

  • Streamline the Application Process: Ensure it's user-friendly, mobile-optimized, and concise.

  • Personalize Communication: Use technology to customize interactions without losing the human touch.

  • Provide Constructive Feedback: Offer valuable insights to candidates post-interview, regardless of the outcome.

  • Leverage Technology: Incorporate AI and automation wisely to enhance efficiency while maintaining personal engagement.

  • Focus on Human Connection: Remember the importance of empathy, transparency, and building relationships beyond the interview.

Conclusion

The journey a candidate takes from discovering a job opening to becoming a part of your organization is critical not just for their experience but for the success of your recruiting efforts. A thoughtful, engaging, and human-centric approach to this journey can significantly impact your ability to attract and retain top talent.


The screening process of the hiring cycle is your first opportunity and may be the only opportunity for some candidates to see this human-centric approach.  While we are passionate about being candidate-centric, we are also passionate about helping hiring managers save time and money in the screening process.  We believe we have struck a great balance between these two with Instant InterviewReach out today, and let’s chat!




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