Like a client, a candidate is pampered from start to finish. This “candidate experience” - in vogue among human resources professionals and inspired by the “customer experience” dear to marketing people - must prevent the applicant from escaping at each stage of the recruitment process.
It starts with a careful presentation on the internet. While 46% of employers used this channel to recruit in 2016, according to a study by the statistical institute of the Ministry of Labor (Dares), employers benefit from standing out.
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"The candidates no longer wait for a simple announcement, they wait to immerse themselves, with detailed announcements, photos, videos, exchanges with colleagues," explains Florent Letourneur, director of Happy To Meet You. "Everything we do internally, we show," illustrates Jean-Baptiste de Bel-Air. Participation in conferences, offbeat portrait of new recruits ... As a good internal communications specialist, he and his teams regularly publish videos on his LinkedIn page. Result: a “very large scope” which attracts a first batch of relevant applications.
But once candidates apply, you have to be able to manage the influx of applications and respond quickly to requests. In small teams without HR services, this can be difficult, especially since the use of the internet naturally tends to increase the number of applicants. “At first, an assistant received CVs in Outlook and printed them , recalls Régis Micheli, founder of Visiplus. We were no longer able to prioritize, we were processing files too late and we were losing good candidates. ”
Online appointment and video
To get by and in order to save time, the company is counting on automation, by using application management software, by making an appointment online (confirmed by SMS) or by using video conference to go faster. "The candidate experience is better, so the employer brand too," says Régis Micheli.
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Another pitfall to avoid, "the candidates no longer want to pass five, six or seven interviews, warns Florent Letourneur. This requires limiting the number of meetings and having sufficiently structured and calibrated exchanges ”. Visiplus thus gives itself up to four interviews to decide on a hiring. "There is a stake in the maintenance of the interview," confirms Jean-Baptiste de Bel-Air.
A necessity which brings the two entrepreneurs to develop information supports on the company to avoid having to return to these subjects in interview. This also explains the other tests and simulations organized in parallel to better guide their decisions.