One of the issues increasingly discussed at recruitment events is that of the ‘candidate experience’ – primarily the impressions that a jobseeker will get of your company when going through the process of applying for a job to work there.

We wrote about this last year, and talked then of the negative impact on a business – both their image and profitability – from a poorly constructed candidate application process.

At the recent TruLondon 5 this topic formed the basis of one of our livestreamed discussions, and the views were wide ranging, looking at the whole journey the jobseeker takes, from identifying the vacancy to the handling of the interview process.

We bought together Katrina Collier (from recruitment transformation consultancy Winning Impression), Lisa Scales (CEO of award winning recruitment platform Tribepad) and Jobsite’s MD Mike Wall to talk about this and look at ways in which the current recruitment climate is also impacting on the candidate experience.

Follow the conversation below…these are some of the key moments to look out for:

1m 19s – how technology is driving the increase in application volumes

3m 48s – jobseekers need to be proactive and take control of their own experience…understand what skills they have and apply for relevant roles

4m 50s – make the application process straight forward and simple, an often overlooked key part of the candidate experience

6m 40s – job seekers need information, what is the best way for them to access it?

10m 55s – know who you are trying to recruit…blue collar and white collar workforce, and different industry sectors, will have varied motivations and need different content

13m 05s – candidates often have basic questions – for example how to get a job in a specific industry – are you providing them with that information?

15m 20s – what frustrates job seekers most is lack of feedback, lack of information, and longevity of process…are you dealing with these?

Let us know what you think…

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