Candidate experience: still a central issue for HR departments in 2020
In order to improve their recruitment process, companies must place more emphasis on the candidate experience. Employees’ perception of the steps leading up to their hiring has an impact on the employer brand. A coherent recruitment scheme, an efficient integration and a clear company ethic are the first steps towards meeting the expectations of generations Y and Z. You will find this theme in our technological innovation file.
HR Strategy
Employer brand and candidate experience, two inseparable elements
While companies have already embraced the importance of the employer brand, they should not neglect the candidate experience. Indeed, these two components are linked and of equal importance. Efforts with potential candidates and employees will be ruined by a poor candidate experience.
Candidates who are disappointed by a company spread the word around them, a phenomenon amplified by social networks, and may even boycott its products or services. HR professionals must therefore work to improve and optimize the recruitment process.
Consistency of the recruitment process
With the advent of digital transformation, the HR function has moved to the digitalization of recruitment and tends to ensure the quality of the candidate experience proposed. As Generation Z enters the job market, human resources must integrate new technologies (AI, chatbot, videos etc.) to interact with future candidates. But beyond the tools, the candidate experience constitutes a cycle whose consistency ensures success:
– digital experience from the job offer (taking into account hard and soft skills) to the selection of candidates
– physical meeting: interviews with HR teams and the future manager, see employees
– onboarding: an adapted welcome to facilitate the integration of the new employee
Creating a quality candidate experience, optimizing the various stages of the recruitment process, responding to unsuccessful candidates, and communicating the company’s culture are all elements that must be at the heart of HR teams’ concerns.
Onboarding, a crucial step that is often neglected
Many companies, focused on the recruitment process, neglect onboarding, which is the reception and integration of new recruits. A successful onboarding includes 4 steps:
– compliance: check the legal aspects of recruitment,
– clarification: detailed review of the missions and objectives of the position,
– culture: explain the company culture, its norms and habits (inter-collaborator relations, break times, lunch, etc.)
– connection: creating relationships between the new employee and his or her professional environment.
To distinguish yourself from your colleagues and to ensure the good integration of the candidate, it is important to propose an onboarding with convivial times, exchanges with the Management and the employees, trainings… For example at Sqorus, we have set up integration lunches with the Management, integration evenings, activities to allow the exchange between newcomers and employees, afterworks, quarterly meetings…
In order to reassure the future candidate, these integration steps are presented during the job interviews.
Looking for companies with ethical practices
A large portion of the workforce is made up of Generation Y. These millennials, for whom the line between professional and personal life is disappearing, are looking for companies with a clear management of the employee experience and whose values are in line with their own. Experienced profiles are also more and more sensitive to the company’s values.
Candidates prefer companies with ethical practices and a commitment to social responsibility. Companies need to integrate social and environmental concerns into their recruitment and onboarding campaigns to continue to attract young talent.
For equivalent work, ethical practices can make the difference in the choice of a future employer (if they are well applied internally).
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Also read in our report on HR – Finance – IT issues and innovations:
- Generation Y is changing the way work is organized: an opportunity for companies!
- Candidate experience: still a central issue for HR departments in 2020
- Corporate training: a transformation in progress?
- Continuous feedback: towards a new management style?
- HR innovation: what can we expect in the coming years?
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- Infrastructure as code: why is it a key IT issue for the future?
- IT containerization is changing application development
- Low code platform: the future of application development?
- SOA and microservices: what are the benefits for an enterprise?
- Performance management: CFOs’ priority for 2020
- The finance department is always at the heart of digital transformation
- Risk management, cash management: what challenges for CFOs in 2020?