On March 26, the Conference on Candidate Experience - Creating a Competitive Advantage for Employers took place successfully with the participation of Hosts/Speakers of the program:
Speaker – Ms. Tran Thi Thu Hong – Founder/CEO, ACEX Jsc Speaker – Ms. Dinh Phuong Ly – HR & Training Consultant – ACV Host – Ms. Dong Kim Hien – Head of Recruitment & Talent Acquisition Department – HRA (Human Resources Association)
One of the questions and concerns of many people that we receive both before, during and after the seminar is: for SME businesses/businesses with limited budgets and resources, how to experiment How is the candidate? It's hard?
Some “tips”, easy ways to improve candidate experience
- Simplify the application process and procedures. Reduce steps or merge steps as needed. Some companies have shortened the recruitment process to 2 rounds, even 1 round depending on the position, making the application process more convenient and easy. When you are going to ask a candidate to fill out an application form, try it out for yourself first and see if there are any redundant information fields, taking a long time to complete, any difficult areas. understand… Put yourself in the position of the candidate, you will understand what you need to improve.
- Communicate clearly, regularly and completely with candidates at every step of the recruitment process, including: Clarification of the job, recruitment steps, feedback on the results of each round, especially even when the candidate stops at any step .
- Share about Company Culture vividly, properly, not in pink but also not in gray.
- Build a positive experience with the interview process. From small things such as showing the parking space, guiding the entrance, letting the candidate sit and wait, where to book the interview room, offering a glass of cool water when it's hot, etc., many things are small but if you let them By paying attention and empathizing with the candidate's "insight", you will find a lot of things that can be improved, even creating a "wow" experience.
Don't forget one important thing: The role of the interviewer/hiring manager is very important in creating a good experience at this step. Interviewers who behave unprofessionally, lack skills, emotions, are ambiguous in sharing information... can all lower the candidate's emotions to negative or very bad levels.
Participating in the seminar, the participants were actively engaged, exchanged and solved the problems they encountered, solving the question: "How to increase the candidate experience". From there, drawing together to create and improve a positive candidate experience and become excellent is a lot when small, simple actions make a big difference. Therefore, what we need to do is to take the right approach: understand yourself, understand people, start with the smallest and most feasible, always pay attention to continuous improvement and do not forget to attract and encourage participation of various people in the organization, especially “hiring managers” in this process.
CoffeeHR hopes that through the seminar, it will help you have an objective view and provide a positive candidate experience, creating a premise for building employee experience, helping to recruit and retain talents.
Join the Human Resources Cafe Community now to receive information about CoffeeHR's upcoming programs: https://zalo.me/g/thydia358
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