The importance of the candidate's experience in the selection processes

Currently, the experience of candidates for a vacancy is a very important element in attracting talent. This experience refers to what applicants think of the application process, their experience and feelings within the framework of the selection process. Therefore, this factor strongly influences their decision to join an organization or not.

With the advancement of information technology and telematics, social networks are an excellent way to properly promote job offers, since they make them more attractive and less conventional than the usual job offer sites.

In addition, they allow you to reach a broader target audience and increase the chances of finding profiles that initially would not have applied for a specific position.

The experience of the candidate is decisive in a selection process. Applicants, through their experiences and the feelings perceived during the application process, retain positive or negative points that influence their final decision as well as the way they will perceive and talk about the company. The recruitment and selection process must be attractive and motivating for applicants but, above all, efficient, in order to receive all applications and not lose good profiles along the way.

Candidate Experience

It is defined as the candidate's perception of an organization's hiring process, from their first contact, mostly digital, to their final hiring. It is how candidates feel about their interactions with an organization during the hiring process.

The points of contact during the hiring process include the job search, the application process, the time taken to review the file, and the way of responding negatively to the application, if that is the case.

In Inbound Recruiting, the importance of the candidate's experience is relevant even before the job search. Thanks to quality content, the passive candidate will be able to identify the company as a good employer even before making the actual decision to join it.

Any strategy that involves seeking to improve the candidate's experience must take into account each of the entry points through which the candidate passes to interact with the employer.

Influencing Elements in the Experience

To improve the recruitment and selection process, business organizations must give the necessary importance to the applicant's experience. The employees' perception of the stages before their hiring has an impact on the employer brand. A consistent hiring plan, effective onboarding, and clear business ethics are the beginning of an answer to the expectations of Generations Y and Z.

Consideration of the candidate's experience is a direct result of the new employer-employee relationship that has been established over the last decade. The decision-making power in hiring, which was historically in the hands of the employer, has gradually shifted to those of the candidate.

Problems in the Selection Process

Failures in the recruitment and selection process can have serious consequences, including:

• Low productivity

• Inadequate work environment

• Underqualified teams

• Consequences on the brand

• Expenses

Low Productivity

When teams are not enlarged on time, they experience unusual workloads. Faced with the expectation of not achieving the goals set and the reality produced by perceiving that reinforcement, or the appropriate leader to assume command, does not arrive.

Inadequate Work Environment

When it is not possible to bring in applicants who integrate properly into the job, staff turnover is usually high and it produces an inadequate work environment, which generates a loss of productivity.

Underqualified Teams

When we do not get the right candidate on time, underqualified employees may take over and carry out certain activities and tasks; then there is a risk of lowering the quality.

Impact on the Brand

Not recruiting the right applicant, or not being able to support the team, will have negative consequences for your brand.

In the beginning, before your customers, by not reaching the necessary productivity; and then before your own employees, when they perceive a lack of commitment.

Expenses

Recent research concludes that the expenses related to the replacement of an employee can amount to about 400 percent of the monthly salary.

Problems in Personnel Selection

To reverse the negative effects of a poor personnel recruitment and selection process, it is important to analyze the causes. In addition, it is necessary to know the reasons for the difficulty in finding and hiring the right staff on time for your company.

An analysis of the process should be done from the very beginning (your employer brand) to the end (what you offer to applicants so that they stay with you) to detect your company's problems in this regard. Only then can you apply the appropriate and timely solutions.

Effects of a Good Candidate Experience

A good experience for the applicant to a position in your organization is decisive. It gives them the opportunity to have a real view of how the company works before being hired. A positive process should ensure that applicants are appreciated and respected, which improves the chances that they are excited to work for your company.

It is proven that a positive experience of the applicant in the recruitment and selection process motivates them to comment positively on social networks and in their social circle. In addition, it allows:

• Reduction of associated expenses by 50%.

• Due to new technologies and automation, the analysis time is reduced by up to 70%.

• Greater probability of developing a career plan.

We can conclude by saying that it is extremely important that the candidate for a vacancy in your company has a positive experience in the selection process. This generates important benefits. It is necessary to rely on new automation technologies to make the process more attractive and efficient.