Best Practices for Creating a Positive Candidate Experience in IT

Candidate experience is an important aspect of the hiring process and covers every step that a job seeker goes through, from applying to interviewing to onboarding. The impression a company makes during this process can determine how potential employees perceive a company’s brand.  

Candidate experience can directly impact brand reputation, especially in the age of social media when bad reviews can quickly become widespread. If candidates share their poor experiences online, it has the potential to deter future job applicants. This can result in lower-quality candidates, as poor candidate experience not only lowers the number of applicants but can also result in higher-quality candidates accepting another job offer.   

On the other hand, a positive candidate experience can increase retention rates and improve employee performance. This becomes even more important when searching for the specialized skills required when hiring for tech positions. By working to nurture a positive candidate experience in IT for potential employees, companies are investing in a higher-quality team.  

Best Practices to Consider

As IT companies take tech candidates through the application and interview processes, there are some steps they can take to help create a positive experience.  

Develop a Consistent Brand Image

The first thing companies can do is develop a clear brand. It’s important that candidates can easily see what the company culture is like. Making sure the website and social media are up to date is a great first step towards highlighting the brand image. These platforms should feature employees, events, and aspects of what makes the company unique. Tech companies can focus on spotlighting tools the team uses, like SAP and AI, so candidates can familiarize themselves with what type of work they’d be doing. All of these things can help candidates decide if a company is the right fit for them.  

Create an Easy-to-Follow Application Process

Clear job descriptions and application processes are also a critical part of the candidate experience. In fact, 33% of workers said they would abandon an application that was poorly constructed, time-consuming, or difficult to fill out. As such, companies should focus on limiting the length of their applications to only include necessary information. When hiring in IT, companies should list the skills essential for the job, like fluency in certain programming languages or knowledge of specific data analysis tools.  Furthermore, 74% of candidates want pay transparency, meaning being straightforward about a position’s pay can help attract more candidates.  

Maintain Clear and Timely Communication

Candidates also value clear and timely communication. Keeping candidates up to date on the status of their application can help them feel more involved in the hiring process, so companies should also make candidates aware of the next steps and give them a timeline for the hiring process. Utilizing technology like Applicant Tracking Systems (ATS) can make it easier to provide applicants with updates on the hiring process. Taking these steps can help candidates feel like their time is being respected.  

Being respectful of time also carries into the interview process. It’s important that companies try and keep interviews to a minimum, as too many interviews can take up a large chunk of a candidate’s time, and clear instructions should be given to the candidate on who will be interviewing them, and when and where it will take place. Interviewers should also be trained in how to provide a good experience, by being on time, personable, and allowing the candidate time for questions. To limit the need for excessive interviews, companies can use skills assessments, such as coding tests or project-based assignments as an evaluation tool.  

Embrace Open Feedback

Feedback is a crucial aspect of the candidate experience. Companies should provide all candidates with clear and constructive feedback to help them through the process. At the same time, companies should ask candidates for feedback about their experience and ways the company can improve. They shouldn’t limit themselves to feedback from only the candidates they hire; asking all candidates involved in the process can provide more information and help improve the hiring process overall.  

Improving Candidates’ Onboarding Experience

In addition to the application and interview process, assisting new hires through onboarding is an important part of the candidate experience. Companies can start by engaging new hires, sharing company information and updates before their first day. This can help candidates feel included and get more familiar with the company culture prior to their first day. Companies can also send employees an org chart so they can familiarize themselves with the company’s structure. IT hires should also be familiarized with how to access the tools and equipment needed and provided with information on the company’s security policies.  

Providing a clear onboarding schedule for the first week is also essential in helping new employees know what to expect and adjust to the transition more easily. Tech companies may consider assigning new employees a point of contact they can reach out to with questions as well, as managers and supervisors may be busy. By assigning new employees to a more available peer mentor, they can adjust more easily and faster.  

Creating a Positive Candidate Experience in IT

A positive candidate experience in IT is important to attract and retain high-quality employees. Following these best practices can help companies improve their hiring process for a better candidate experience. Although it requires work, it’s an investment for companies to strengthen their teams of employees.  

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Contributions from Natalie Pollock