How to Improve Candidate Experience in Tech Recruitment

According to a CareerPlug 2024 Candidate Experience Report, 76% of candidates cite the overall candidate experience as an indicator of how a company values its people. Yet only 48% of employers prioritize candidate experience, coming behind quality of hire. Recruiters must be candidate-minded, think strategically and optimize the hiring experience to attract top talent in the competitive tech space. Improving candidate experience can lead to better-quality hires, strengthen employer branding and increase job acceptance rates.

In this article, we show recruiters how to improve candidate experience during the recruitment process so they can find the perfect match for a tech role.

1. Streamline Your Application Process

Candidates typically spend several hours completing online job applications. A Greenhouse Survey shows 70%  of job seekers would quit if applications took 15 minutes or longer to complete. Consider reviewing your application process and do the following to improve the candidate experience. 

• Keep the application simple, only asking for the applicant ‘s name, email address, phone number and resume.
• Make your job applications mobile-friendly for smartphone use.
• Create clear and concise job descriptions with bite-sized sections.
• Provide an option for the candidate to link to their portfolio or profile.

2. Communicate Clearly and Frequently

 94% of candidates are more likely to accept job offers with consistent communication. With all the tools available to recruiters, communication should be smooth and fast to enhance the recruitment process. 

• Set up automated email updates for each hiring stage.
• Use a personalized email for key touchpoints, such as assessments and interviews.
• Integrate chatbots to the company ‘s website so job seekers can get instant responses to common questions.

3. Provide a Clear and Accurate Job Description

Whether hiring for an entry-level or a senior position, an enticing role outline is key to attracting the right candidates. It provides the first glimpse into the company. An effective job description can reduce time to fill and help recruiters attract suitable applicants.

Start with a hook that piques the candidates ‘ interest. Describe the type of person the company seeks and use simple language. Incorporate keywords, terms or phrases that resonate with the company ‘s ideal employee. Add diversity statements and use inclusive language to attract a diverse talent pool.

Make job descriptions informative. Say what ‘s exciting about the role in the opening sentences. Highlight the company ‘s culture, mission and values. Share details about key duties, responsibilities, required skills, qualifications and job location. Be transparent with the salary and benefits. Mention growth opportunities and career paths. 

4. Optimize the Career Site

A 2023 iCMS Talent Experience Report shows that 26% of job seekers use a company ‘s career website to learn about a potential employer. As a tech recruiter, here ‘s how to make online content helpful for tech applicants.

• Make the website mobile-friendly for smartphone use.
• Publish relevant, careers-related content.
• Integrate AI-powered chatbots, such as Drift, to instantly respond to candidates. 
• Implement clear navigation to guide visitors around the website.
•  Include a careers page that highlights open roles and a job application form. 
• Feature testimonials and day-in-the-life of an employee videos. 
• Highlight industry awards, perks and growth opportunities. 

5. Prepare Interviewers and Standardize the Interview Process

Provide managers conducting interviews with detailed, accurate information about the role and candidates. Share a list of questions and an interview scorecard. Show interviewers how to use video interviewing tools ahead of time.

Incorporate situational judgment tests into the hiring process. Structured interviews are twice as effective as unstructured ones at predicting job performance. These recreate a potential on-the-job situation and evaluate how a candidate would respond and whether they ‘re a cultural fit. 

Conduct interviewer diversity, equity and inclusion training to eliminate subjective biases. This will allow them to assess the candidates based on their skills, abilities and experience rather than other, less favorable parameters.

6. Offer a Glimpse Into Company Culture

Job applicants are 15x more likely to consider a company that ‘s been certified by employees as a great place to work. Tech recruiters can use short videos to showcase the company ‘s work culture and environment. That way, candidates know what a typical workday looks like.

Invite candidates who make it to advanced stages to team lunches or meet-and-greets. Use job previews to provide realistic job expectations. Be authentic and portray the company culture in a true light.

7. Give Timely and Constructive Feedback

Tell candidates when they can expect feedback. It could be after a day or a week, but certainly not a month or more. It ‘s a good practice to share prompt interview feedback, whether applicants are successful or not.   

Sharing personalized, constructive feedback helps candidates prepare for future opportunities. Applicants who receive timely feedback are more likely to consider the company again for future roles. 

8. Leverage Technology to Enhance the Candidate ‘s Experience

Recruitment technology can provide an edge when hiring tech talent. It can improve the overall candidate experience and the quality of hire.  Use technologies such as Skype and Teams to interview applicants for fully remote roles. Invest in an applicant tracking system and candidate relationship management system.

9. Create a Positive Onboarding Experience 

Onboarding has a lasting impression on new hires, significantly influencing their decision to stay. However, only 52% of new hires are satisfied with their onboarding experience. A structured program with clear goals and milestones can boost employee retention rates.

Start onboarding right before the candidate ‘s first day at work. Assign a mentor or experienced employee to assist them in their job. Add them to group Slack chats or other platforms. Arrange in-person meetings with other team members. Offer ongoing support and check their progress in the first year to ensure a smooth job transition.

10. Continuously Gather and Act on Candidate Feedback

Use short surveys at different hiring stages to obtain candidate feedback. Their insights and suggestions can help optimize the hiring experience and improve the quality of hires. 

Elevate the Candidate Experience for Better Hiring Outcomes

Tech recruiters must deliver the best candidate experience, whether hiring for an entry or a mid-level position. This strategy can lead to quality hires, higher acceptance rates and a stronger employer brand. 

Key Highlights:

• Prioritizing candidate experience can improve the quality of hires.
• Simplifying job applications can reduce drop-off rates.
• Using structured, objective assessments for evaluating candidates creates consistency.
• Utilizing video interview tools and an applicant tracking system can help speed up hiring.
• Writing concise, engaging job descriptions with relevant details helps candidates know whether they fit.

Start prioritizing candidate experience to attract top tech talent in your niche, and let Dice hiring resources guide you.

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